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A WARM AFTERNOON, MAYBE EVERYONE NEEDS A LITTLE REFRESHING ICED TEA OR SOMETHING.

[A. 3:00 p.m. CALL TO ORDER, Committee Chairs Lesley Smith and Sue Sharkey presiding]

[00:00:23]

ARE WE WHEN WHEN DO WE START STREAMING? WE DID. OK, ARE WE JUST WAITING ON JOHN THEN? YES, YES.

YEAH, PROBABLY WAIT TOO MUCH LONGER.

YEAH.

HEY, GLEN, WOULD YOU MIND IF I JUST SAID THANKS TO EVERYONE FOR ALL OF YOUR KIND EMAILS AND BEAUTIFUL BOUQUET THAT YOU AND THE ADMINISTRATION SENT IN THE LOSS OF MY BROTHER.

I REALLY APPRECIATE THAT.

OF COURSE. IT'S BEEN A ROUGH YEAR FOR YOU.

KATHY, I'M SO SORRY YOU'VE GONE THROUGH ALL OF THIS.

WHAT DO YOU THINK, SHOULD WE GET STARTED? HAS ANYBODY TEXTED JOHN? GET STARTED.

I DID.

GREAT. WELL, I'M GOING TO WELCOME EVERYONE.

MY NAME IS REGENT LESLEY SMITH AND I CHAIR THE GOVERNANCE COMMITTEE.

AND FIRST, I'D LIKE TO ACKNOWLEDGE JACK KROLL AND THE RESOLUTION THAT HAS BROUGHT US HERE TODAY. SECOND, I'D LIKE TO ACKNOWLEDGE AND THANK CHAIR GALLEGOS FOR SUGGESTING THAT WE HOLD OUR FIRST EVER JOINT COMMITTEE MEETING BETWEEN GOVERNANCE AND UNIVERSITY AFFAIRS.

CHAIR GALLEGOS BELIEVES THAT IT'S CRITICAL FOR THE BOARD TO SHOW LEADERSHIP AND COMMITMENT AROUND THE ISSUES OF DIVERSITY, EQUITY AND INCLUSION.

HE SAW A SENSE OF URGENCY AND DIDN'T WANT TO WAIT UNTIL WE HAVE OUR REGULARLY SCHEDULED COMMITTEE MEETINGS IN THE FALL TO DISCUSS THESE ISSUES.

AND SO WE'RE HERE TODAY SO EACH BOARD MEMBER CAN LEARN ABOUT THE EFFORTS AROUND DIVERSITY, EQUITY AND INCLUSION, ASK QUESTIONS AND SUGGEST NEW IDEAS TO MYSELF.

AND SEVERAL STAFF MEMBERS HAVE PUT A LOT OF TIME AND EFFORT INTO PLANNING THIS JOINT MEETING DURING A TIME WHEN WE USUALLY TAKE A BREAK BEFORE FALL STARTS.

AND I REALLY WANT TO THANK EVERYONE WHO HAS HELPED IN THIS IMPORTANT EFFORT.

THIS IS THE FIRST STEP OF AN IMPORTANT JOURNEY TO ELEVATE DIVERSITY, EQUITY AND INCLUSION ACROSS THE CU SYSTEM.

AND WHAT I'D LIKE TO DO FIRST IS TO ASK MY COMMITTEE MEMBERS TO INTRODUCE THEMSELVES.

AND WE'LL START WITH THE VICE CHAIR.

HEIDI. SORRY, GUYS, I WAS TRYING TO FIGURE OUT WHERE THE MUTE IS ON THIS THING LOOKS DIFFERENT RIGHT NOW. HI, I'M HEIDI GANAHL; I'M THE REGENT AT LARGE IN COLORADO.

IRENE. IRENE GRIEGO AND I REPRESENT CD 7 AND IS JOHN ON YET.

JOHN CARSON IS OUR FOURTH MEMBER FROM THE SIXTH CD.

AT THIS POINT, I WILL HAND IT OVER TO SUE, WHO CHAIRS THE UNIVERSITY AFFAIRS COMMITTEE.

SUE. THANK YOU, LESLEY.

YOU KNOW, I'D LIKE TO EXPRESS MY APPRECIATION AS WELL, AND TO START WITH, I REALLY WANT TO ACKNOWLEDGE REGENT SMITH WORKING WITH LESLEY HAS JUST BEEN REALLY A GREAT PLEASURE OVER THESE LAST WEEKS.

IT'S BEEN A LONG PROCESS.

WE HAVE SPENT HOURS AND DAYS AND IT'S BEEN A VERY THOUGHTFUL, A VERY THOROUGH AND A VERY COLLABORATIVE PROCESS.

AND WORKING TOGETHER IN RECOGNIZING THAT THIS ISSUE SURPASSES POLITICS.

IT SURPASSES PERSONAL AGENDAS.

THAT IT IS ABOUT ALL OF US COMING TOGETHER AND STARTING WITH THE LEADERS, LESLEY AND I, AS A REPUBLICAN AND AS A DEMOCRAT, SHOWING THAT WE CAN WORK TOGETHER BECAUSE WE DO CARE DEEPLY ABOUT THE ISSUES THAT WE'RE PRESENTED WITH.

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AND AND WE'LL BE CONTINUING TO BE DEALING WITH IN THE COMING WEEKS AND MONTHS.

I ALSO WANT TO EXPRESS MY APPRECIATION TO CHAIR GALLEGOS AS WELL AND HIS LEADERSHIP ON THIS AND THE PRESIDENT OF THE UNIVERSITY, MARK KENNEDY, AND OUR NEWEST BOARD, SECRETARY GENERAL COUNSEL JOSE P., THE VICE PRESIDENT OF ACADEMIC AFFAIRS, MIKE LIGHTENER.

THERE IS JUST BEEN SUCH AN ENORMOUS AMOUNT OF WORK PUT INTO THIS.

AND SO I THINK IT WILL BE REFLECTIVE IN TODAY'S MEETING AS WELL AS THE WORK THAT WE WILL BE CONTINUING TO DO IN THE COMING MONTHS.

THIS MEETING IS NOT THE END.

IT'S NOT PUTTING A PERIOD ON THE ISSUE.

IT'S OPENING UP THE ISSUE AND IT IS BEGINNING.

AND SO WITH THAT, LESLEY, IF I COULD TURN IT OVER TO YOU.

CAN YOU HAVE YOUR COMMITTEE MEMBERS INTRODUCE THEMSELVES.

OH, YES, THANK YOU.

SORRY. YES, LET ME INTRODUCE MY COMMITTEE MEMBERS AND STARTING WITH MY VICE CHAIR.

JACK, YOU WANT TO GO AHEAD AND INTRODUCE YOURSELF? GOOD AFTERNOON, EVERYBODY. JACK KROLL, REGENT FROM THE 1ST CONGRESSIONAL DISTRICT AND VICE CHAIR OF THE UNIVERSITY AFFAIRS COMMITTEE.

GLAD TO BE HERE, THANKS FOR JOINING.

LINDA. HI, I'M LINDA SHOEMAKER.

I'M THE OUTGOING REGENT FROM CD 2 AND I WAS THE CHAIR OF THE UNIVERSITY AFFAIRS COMMITTEE LAST YEAR. AND CHANCE.

HI CHANCEL FROM COLORADO SPRINGS HERE IN CD FIVE.

ALL RIGHT, I THINK NEXT ON THE AGENDA IS WE'RE GOING TO HAVE TO JOSE MAKE SOME BRIEF REMARKS. THANKS, REGENT SHARKEY, CAN YOU HEAR ME ALL? YES.

JUST LET ME GIVE YOU A BRIEF OVERVIEW OF THE PROCESS FOR TODAY'S MEETINGS.

AS YOU KNOW, REGENT KROLL INTRODUCED A RESOLUTION AT THE JUNE 18TH MEETING.

A MAJORITY OF THE BOARD VOTED TO REFER THAT RESOLUTION TO THESE TWO COMMITTEES.

AND AS REGENT SMITH ACKNOWLEDGED, CHAIRMAN GALLEGOS THOUGHT THIS WAS IMPORTANT ENOUGH, AN ISSUE THAT HE WANTED TWO COMMITTEES TO MEET JOINTLY TO DISCUSS THIS ISSUE.

NOW, ONCE THE RESOLUTION CAME TO THESE COMMITTEES, THE RESOLUTION BECAME EFFECTIVELY THE COMMITTEES TO OWN TO DECIDE WHAT WAS THE BEST COURSE OF ACTION TO ADDRESS THE ISSUES UNDERLYING HIS RESOLUTION.

AND IN THE COURSE OF DISCUSSIONS, THE COMMITTEES HAVE DECIDED THAT THE BEST COURSE OF ACTION IS TO HAVE WHAT WE'RE HAVING HERE TODAY, WHICH IS AN INFORMATION GATHERING SESSION PRIMARILY TO LEARN WHAT THE ADMINISTRATION IS DOING ON DIVERSITY, INCLUSION AND EQUITY PROGRAMS AT NOT ONLY THE SYSTEM LEVEL, BUT AT THE VARIOUS CAMPUSES.

AND THAT'S WHY YOU'LL BE HEARING FROM PRESIDENT KENNEDY, THEODOSIA COOK AND THE FOUR CHANCELLORS.

AT THE END OF THIS MEETING, THERE'LL BE TIME FOR DISCUSSION FOR THE REGENTS AMONG THE REGENTS. AND THEREAFTER WE'LL BEGIN A PROCESS OF DEVELOPING THE COMMITTEES, DEVELOPING RECOMMENDATIONS TO THE BOARD, OR A PLAN TO EXERCISE ITS FIDUCIARY OVERSIGHT OF WHAT THE ADMINISTRATION IS DOING IN DIVERSITY, EQUITY, INCLUSION AREAS.

SO THAT'S THE GAME PLAN FOR TODAY.

THE OTHER THING I WANTED TO ASK FOLKS IS IF YOU WOULDN'T MIND WITHHOLDING YOUR QUESTIONS UNTIL THE END OF EACH PRESENTER'S PRESENTATION SO THAT YOU CAN GIVE THEM AN OPPORTUNITY TO PROVIDE AS MUCH INFORMATION TO YOU AS POSSIBLE IF INDEED THERE'S NOT TIME TO ASK THOSE QUESTIONS. OBVIOUSLY, AT THE END WHEN WE HAVE THESE 30 MINUTES, THERE'LL BE NO FURTHER OPPORTUNITIES TO ASK QUESTIONS BECAUSE THE PRESENTERS WILL STILL REMAIN AT THIS MEETING AT THAT TIME. SO THAT'S MY PITCH.

AND SO IF THERE'S ANY QUESTIONS, OTHERWISE, I'LL TURN IT OVER TO REGENT SMITH.

THANK YOU FOR THAT OVERVIEW.

FIRST OFF, I'D LIKE TO INTRODUCE PRESIDENT KENNEDY TO TALK ABOUT.

WHAT HE'S BEEN TACKLING AT THE SYSTEM LEVEL.

THANK YOU MUCH, REGENT SMITH AND THE REGENTS FOR THE OPPORTUNITY TO DISCUSS THE MANY WAYS THAT ARE UNDERWAY AT THE UNIVERSITY OF COLORADO TO ADDRESS CIVIL RIGHTS CONCERNS.

I WANT TO STRESS FROM THE OUTSET THAT DIVERSITY, EQUITY AND INCLUSION WORK AT THE UNIVERSITY OF COLORADO IS AMONG THE MOST IMPORTANT WORK WE DO AS AN INSTITUTION OF HIGHER LEARNING. WE HAVE A PARTICULAR OBLIGATION TO LEAD ON THESE ISSUES.

THEY MANIFEST IN OUR EDUCATIONAL ENTERPRISE, OUR RESEARCH, OUR LIVING, LEARNING AND WORK ENVIRONMENTS. IT'S IMPORTANT FOR US TO RECOGNIZE THE MOMENT WE ARE IN WITH OUR SOCIETY, IN OUR WORLD, AND TO USE THIS MOMENT TO ELEVATE WHAT WE DO AT OUR UNIVERSITY AND OUR

[00:10:02]

COMMUNITIES AROUND THE STATE AND BEYOND.

WE HAVE MADE PROGRESS, BUT WE HAVE MUCH MORE WORK TO DO AND MUCH MORE LISTENING AND LEARNING TO DO. WE'RE IN THIS FOR THE LONG HAUL AND WE ARE COMMITTED TO SUCCESS.

TO ACHIEVE THAT SUCCESS MEANS THAT WE ALL MUST BE ENGAGED.

DIVERSITY, EQUITY, INCLUSION ISN'T JUST OUR CHIEF DIVERSITY OFFICER, THEODOSIA COOK'S JOB OR A CAMPUS CDOS JOB.

IT MUST BE A FOCUS FOR EVERY ONE OF US AND WE MUST WORK TOGETHER TO GET WHERE WE NEED TO GO. I WILL PROVIDE AN OVERVIEW OF OUR CURRENT ACTIONS AT THE SYSTEM LEVEL.

THEODOSIA WILL OUTLINE THE PROGRESS SHE HOPES TO MAKE IN THE YEAR AHEAD, AND THE CHANCELLOR WILL REPORT ON THE ACTIONS AND WORK UNDERWAY IN EACH CAMPUS.

TAKEN TOGETHER, I SUBMIT THAT A ROBUST RESPONSE IS UNDERWAY AT CU TO ADDRESS CONCERNS RAISED BY MANY IN OUR COMMUNITY.

I KNOW THE COMMITTEE'S ORIGINAL PURPOSE FOR THIS MEETING WAS TO DISCUSS REGENT KROLL'S RESOLUTION. AS I DISCUSS OUR DIVERSITY INITIATIVES AND ACCOMPLISHMENTS, I WILL BE COVERING HOW WE ALREADY HAVE COMPLETED OR ARE ADDRESSING ALL OF THE ITEMS HE LISTED IN HIS RESOLUTION AND MORE.

THERE'S A REASON WHY DIVERSITY IS ONE OF OUR FOUR PILLARS IN OUR STRATEGIC PLAN, BECAUSE EVEN THOUGH IT'S BEEN A FOCUS OF BOTH THE UNIVERSITY, THE NATION FOR A LONG TIME, WE ARE FAR FROM WHERE WE NEED TO BE AS A NATION STATE OR A UNIVERSITY IN PROVIDING THE OPPORTUNITY THAT A COLLEGE DEGREE CAN PROVIDE.

THE MUCH DISCUSSED DISPROPORTIONATE IMPACT OF THIS PANDEMIC ON BLACK AND BROWN COMMUNITIES IS IN SIGNIFICANT PART DUE TO PEOPLE OF COLOR NOT PROPORTIONATELY BENEFITING FROM ACCESS TO HIGHER EDUCATION.

THIS IS IN GREAT PART DUE TO FACTORS LIKE HOUSING, THE VARYING QUALITY OF K-12 EDUCATION BY NEIGHBORHOOD, THE INCREASING TENDENCY TO TREAT HIGHER EDUCATION AS A PRIVATE GOOD INSTEAD OF A PUBLIC GOOD ROUTE, AND USE THESE FACTORS AS AN EXCUSE OR AN ATTEMPT TO SOLVE PROBLEMS OUTSIDE OF OUR SPHERE CU, WE ARE CALLED TO DO OUR ROLE IN ATTRACTING, RETAINING AND GRADUATING THOSE WITH LESS ADVANTAGED BACKGROUNDS, WITH INCREASING SUCCESS WHICH WILL ELEVATE THEIR OWN FUTURE SUCCESS, PROVIDING REAL IMPACT, A NARROWING ECONOMIC DISPARITIES. GIVEN THE GROWING DIVERSITY OF OUR STATE AND NATION, BROADENING ACCESS TO THE OPPORTUNITIES FOR SUCCESS THAT A COLLEGE DEGREE PROVIDES IS NOT JUST IMPORTANT TO PEOPLE OF COLOR. THEIR FAMILIES AND THEIR COMMUNITIES IS VITAL TO OUR STATE AND NATION TO HAVE THE TALENT NECESSARY FOR ECONOMIC VIBRANCY.

AND IT GOES WITHOUT SAYING THAT THE FUTURE SUCCESS AND YOU HINGES ON OUR INCREASING OUR RESULTS IN ATTRACTING AND GRADUATING MINORITIES THAT WILL SOON REPRESENT THE MAJORITY OF OUR NATION. WE FULLY RECOGNIZE THAT THERE'S A BROAD DESIRE FOR ACTIONS, NOT JUST WORDS.

WE ARE COMMITTED TO ACTING, YET WE MUST REALIZE THAT WE HAVE A LONG HILL TO CLIMB.

SOME ACTIONS WILL BE IMMEDIATE AND WE'LL DISCUSS HOW WE'VE DONE THEM.

SOME WILL TAKE A LITTLE LONGER TO FORMULATE.

WHAT THE EXTENDED CU COMMUNITY DESERVES FROM US IS LEADERSHIP, NOT BY TAKING SIDES IN THE FIERCE PARTISAN DEBATES TAKING CENTER STAGE IN NATIONAL AND STATE CONTESTS, BUT BY PROCEEDING WITH A SENSE OF URGENCY TO MAKE DELIBERATE AND MEANINGFUL PROGRESS ON DIVERSITY, EQUITY, INCLUSION.

EVEN AS WE CONTINUE OUR HISTORICAL TRACK RECORD OF A COMMITMENT TO FREE SPEECH AMONG THOSE WITH STRONG DIFFERING VIEWS ON OUR CAMPUSES, LEADERSHIP BEGINS BY THE TOP.

LET ME SUMMARIZE A FEW EXAMPLES OF DOING SO.

IN THE FIRST INSTANCE, LEADERSHIP FROM THE TOP IS REFLECTED NOT ONLY IN MY HIRING THE SYSTEM'S FIRST CHIEF DIVERSITY OFFICER REPORTING DIRECTLY TO ME, WHO YOU WILL HEAR FROM SHORTLY, BUT ALSO RECENT ACTIONS BY CHANCELLORS MARX ELLIMAN AND READY THAT HAVE THEIR EXECUTIVES MOST RESPONSIBLE FOR DIVERSITY REPORTING DIRECTLY TO THEM AND BY CHANCELLOR DISTEFANO PROVIDING A SUBSTANTIVE CHARGE FOR MEANINGFUL ACTION TO HIS CDO.

IN THE SECOND INSTANCE, LEADERSHIP CONTINUES AT THE TOP BY MY DIVERSIFYING, THE LEADERSHIP RANKS OF THE UNIVERSITY IN MY FIRST YEAR.

WITH MY FIRST NINE HIRES, INCLUDING FIVE WOMEN FOR LEADERS OF COLOR AND A VETERAN.

I NOTE THAT IN ALL CASES, THOSE HIRED WERE DEFINITIVELY THE MOST QUALIFIED FOR THE ROLE AS THEIR EARLY ACTIONS HAD DEMONSTRATED.

THE TEAM I HAVE SURROUNDED MYSELF WITH INCLUDE SIGNIFICANT DIVERSITY AS TRUE GENDER, RACE, RELIGION, POLITICAL PERSUASION, NATIONAL ORIGIN AND SEXUAL ORIENTATION.

AS THE CU FOUNDATION PICKS A NEW BOARD MEMBERS IN THE WEEKS AHEAD, I UNDERSTAND THEY HAVE

[00:15:02]

DELIBERATELY REACHED OUT TO CANDIDATES THAT WOULD PROVIDE FURTHER DIVERSITY FOR THAT BOARD. AND I KNOW THE CHANCELLORS JOIN ME IN THEIR COMMITMENT TO CONDUCTING UNCONSCIOUS BIAS TRAINING FOR ALL FUTURE LEADERSHIP SEARCHES.

IN THE THIRD INSTANCE, LEADERSHIP AT THE TOP INCLUDES ADAPTING DIVERSITY, EQUITY, INCLUSION, ACCESS AS ONE OF THE FOUR PILLARS OF THE STRATEGIC PLAN WE WILL BE FINALIZING IN THE YEAR AHEAD. AND OF THE METRICS WE'VE ESTABLISHED, ROUGHLY A QUARTER OF THEM ADDRESS DEI.

FIRST TO INCREASE THE PERCENTAGE OF STUDENTS, FACULTY AND STAFF FROM DIVERSE BACKGROUNDS.

SECOND, TO IMPROVE GRADUATION RATES, BOTH OVERALL AND FOR THOSE FROM DIVERSE BACKGROUNDS.

THIRD, TO MEASURE THE FEELING OF BELONGING USING A SURVEY THAT CAN BE BENCHMARK AGAINST OTHER SURVEYS, OTHER UNIVERSITIES TO DETERMINE THE DEGREE EVERY SEGMENT OF OUR COMMUNITY FEELS ACCEPTED AND SUPPORTED.

LEADERSHIP AT THE TOP INCLUDES INVESTING THE PRESIDENT'S INITIATIVE FUNDS TO ADVANCE OUR DEI GOALS.

THESE FUNDS SUPPORT THE SYSTEM'S CHIEF DIVERSITY OFFICER AS SHE COORDINATES DIVERSITY ORIENTED PROGRAMS AND INITIATIVES WHILE WORKING CLOSELY WITH SENIOR LEADERSHIP AND CAMPUS DIVERSITY OFFICERS IN DEVELOPING INSTITUTIONAL VISION AND STRATEGY TO ACHIEVE OUR GOALS.

THIS INCLUDES GIVING THEODOSIA THE EXTRA SUPPORT SHE NEEDS TO EXECUTE THE SIGNIFICANT TASK ON HER PLATE.

THE PRESIDENT'S INITIATIVE FUNDS ARE ALSO SUPPORTING THE STRATEGIC PLANNING PROCESS THAT INCLUDES THE PILLAR TO ADVANCE DIVERSITY, INCLUSION, EQUITY AND ACCESS JUST DISCUSSED.

BY FUNDING FOR THE PRE COLLEGIATE PROGRAMS, SUPPLEMENT CAMPUS EFFORTS TO INCREASE DIVERSE STUDENT ENROLLMENT THROUGHOUT THE STATE, WHILE INCREASING THE POST-SECONDARY READY DIVERSE STUDENTS ENTERING C.U.

CAMPUSES AND WHILE MIKE LIGHTENER WILL CONTINUE TO OVERSEE THE ACADEMIC FOCUS OF THIS EFFORT, THEODOSIA WILL OVERSEE EACH PROGRAM'S EFFECTIVENESS IN REACHING UNDERREPRESENTED COMMUNITIES. PRESIDENTIAL FUNDS HAVE ALSO SUPPORTED DIVERSITY SUMMIT EXPENSES.

THE PRESIDENT'S DIVERSITY AWARD, WHICH RECOGNIZES SIGNIFICANT ACHIEVEMENTS IN DEVELOPING A CULTURALLY AND INTELLECTUALLY DIVERSE UNIVERSITY COMMUNITY REFLECTIVE OF INCLUSIVE EXCELLENCE. IT SUPPORTS VARIED INVESTMENTS TO STRENGTHEN OUR CAMPUSES, SERVING THE HIGHEST PERCENTAGE OF RACIAL MINORITY STUDENTS.

DENVER AND UCCS.

EFFORTS ON THE UCCS CAMPUS, SPEARHEADED BY THE CENTER FOR STUDENT STUDY OF GOVERNMENT AND THE INDIVIDUAL TO EXPAND VIEWPOINT DIVERSITY AND CIVICS EDUCATION.

IT WILL SUPPORT THE ANNUAL DIVERSITY SURVEY AND THE DIVERSITY MARKETING CAMPAIGN THAT IS UNDERWAY. AND IN RESPONSE TO CONCERNS RAISED BY STUDENTS OF FOOD INSECURITY SECURITY, I WILL BE COMMITTING TO BOLSTER THE EFFORTS OF OUR CAMPUS FOOD BANKS.

AN IMPORTANT AREA OF INVESTMENT FROM THE INITIATIVE FUNDS IS TO CONDUCT A PAY EQUITY ANALYSIS, INCLUDING ENGAGING A CONSULTANT TO IDENTIFY BEST PRACTICES AND OPTIONS FOR A CONSISTENT METHODOLOGY TO ENSURE THAT EMPLOYEES PERFORMING SIMILAR WORK ARE PAID EQUALLY.

THIS IS A SIGNIFICANT EFFORT THAT WILL REQUIRE MORE OF OUR TIME AND LIKELY MORE OF OUR INVESTMENT IN THE FUTURE.

PRESIDENTIAL INITIATIVE FUNDS HAVE SUPPORTED SEVERAL DIVERSITY SCHOLARSHIPS, INCLUDING FOR OUR DENTAL STUDENTS.

AND LAST YEAR, BOTH DEAN RILEY FROM THE SCHOOL OF MEDICINE AND I EACH COMMITTED A MILLION DOLLARS TO MATCH AN EXTERNAL FUNDRAISING EFFORT FOR SCHOLARSHIPS SUPPORTING STUDENTS FROM LESS REPRESENTED MINORITIES AT OUR MEDICAL SCHOOL AND WORKING WITH OUR ADVANCEMENT TEAM TO ASSIST THE SECTIONAL FUNDING EFFORT IN COMPLETING THIS PROGRAM AND OTHER FUNDRAISING TO SUPPORT DIVERSITY SCHOLARSHIPS WILL REMAIN A KEY FOCUS FOR ME IN THE MONTHS AND YEARS AHEAD. IN ADDITION TO TONY SALAZAR, OUR ASSOCIATE VICE PRESIDENT OF OUTREACH AND ENGAGEMENT AND THEODOSIA COOK, THEY MULTIPLY OUR OUTREACH TO UNDERREPRESENTED GROUPS ACROSS THE STATE. TONY CHAIRS THE BOARD OF THE LATIN AMERICAN EDUCATION FOUNDATION AND WILL SOON JOIN THE BOARD OF THE HISPANIC CHAMBER OF COMMERCE IN THEODOSIA HAD MADE OUTREACH TO DIVERSE COMMUNITIES AND ORGANIZATIONS A PRIORITY AND HAVE MADE CONSIDERABLE HEADWAY. MY ENGAGEMENT HAS INCLUDED ENGAGING THE BLACK LEADERS IN THE DENVER COMMUNITY HOSTED BY CONGRESSMAN NEGUS ATTENDING ONE COLORADO ANNUAL DINNER WITH MANY OF YOU.

MY VISITS WITH OTHER COLORADO UNIVERSITIES HAS INCLUDED BRAINSTORMING.

HOW CAN WE BEST ADDRESS THE ACUTE SCARCITY OF PH.D.

GRADUATES FROM UNDERREPRESENTED COMMUNITIES, PARTICULARLY IN THE HARD SCIENCES.

IN AN OFTEN OVERLOOKED, UNDERREPRESENTED COMMUNITY IN HIGHER EDUCATION ARE STUDENTS FROM RURAL COMMUNITIES HAVING NEVER LIVED IN A TOWN OF MORE THAN FIVE HUNDRED UNTIL I GRADUATED FROM COLLEGE, THIS IS OF PERSONAL INTEREST TO DEBBIE AND ME, AND A FOCUS OF OUR

[00:20:04]

OUTREACH INCLUDES CONNECTING WITH A RURAL HIGH SCHOOLS AND COMMUNITY COLLEGES TO BUILD BRIDGES THAT LEAD TO A COLLEGE DEGREE.

CU'S FEDERAL AFFAIRS EFFORTS HAD BEEN THE BACKBONE OF ALL STATEWIDE RESPONSES TO FEDERAL ACTION. WE HAVE SUPPORTED EFFORTS BY ALL COLORADO HIGHER EDUCATION LEADERS IN SUPPORT OF DOCA STUDENTS AND HAVE LED EFFORTS IN OPPOSITION TO HARMFUL RESTRICTIONS ON INTERNATIONAL STUDENTS BEFORE CONTINUING ON DISCUSSING EFFORTS ESSENTIAL TO ADVANCING OUR STRATEGIC PLANNING GOALS. LET ME TOUCH ON SOME OF THE TOPICS IDENTIFIED BY REGENTS AND OTHERS THAT DON'T DIRECTLY RELATE TO THE METRICS OF OUR PLAN.

FIRST, AS RELATES TO POLICE PRACTICES, OUR CAMPUSES REPORT THAT THEY AND THEIR COMMUNITY PARTNERS ARE IN COMPLIANCE WITH THE STATE'S NATION LEADING LAW, SB 22 17.

AMONG OTHER THINGS, THE BILL INSTITUTE'S IMMEDIATE PROHIBITIONS ON CERTAIN USE OF FORCE SUCH AS CHOKE HOLDS AND REQUIRES OFFICERS TO REPORT IF THEY OBSERVE SUCH ACTIONS.

THE BILL ALSO REQUIRES USE OF BODY CAMERAS BY JULY 1ST TWENTY TWENTY THREE.

OUR CAMPUSES REPORT THERE POLICE HAVE ALREADY IMPLEMENTED THE REQUIRED USE OF FORCE AND BODY CAMERA POLICIES AND PROGRAMS. FINALLY, THE BILL REQUIRES TRAINING ON NEW PROCEDURES BY SEPTEMBER ONE.

AND AGAIN, OUR CAMPUS DEPARTMENTS HAVE COMPLETED OR TAKING STEPS TO COMPLETE THOSE BY THAT DEADLINE. THE DENVER IS ESTABLISHING AN ADVISORY BOARD FOR ITS POLICE DEPARTMENT.

CU'S DENVER REPRESENTATIVE WILL BE OMAR MONTGOMERY, THE HEAD OF THE BLACK STUDENT SERVICES. OUR CU FOUNDATION, THEIR INVESTMENTS HAVE REFLECTED THE FACT THAT ISSUES RAISED RECENTLY HAVE LONG BEEN ON THE MIND OF THE FOUNDATION BOARD.

THE FOUNDATION HAS NO INVESTMENTS IN PRIVATE PRISONS.

INVESTMENTS IN COMPANIES AT LEAST 50 PERCENT OWNED BY WOMEN AND OR PEOPLE OF COLOR REPRESENT FOURTEEN POINT TWO PERCENT OF OUR INVESTMENTS OF OUR MANAGERS, WHICH IS SIGNIFICANTLY HIGHER THAN THE ONE POINT THREE PERCENT NATIONAL STATISTIC.

OUR EXPOSURE TO COMPANIES THAT SUPPORT THE HIRING OF FORMERLY INCARCERATED HAS RECENTLY INCREASED TO SIX POINT SIX PERCENT, UP FROM ONE POINT FIVE PERCENT.

TODD SOLOMON HAS WORKED WITH SHARED GOVERNANCE GROUPS TO ASSEMBLE A GROUP WITH REPRESENTATIVES FROM FACULTY, STAFF AND STUDENTS TO EXPLORE HOW BEST TO MODIFY OUR RELATIONSHIP WITH COLORADO CORRECTION INDUSTRIES TO ADDRESS COMMUNITY CONCERNS.

THEY HAVE MET EIGHT TIMES, INCLUDING WITH CCI LEADERSHIP, THE DEPARTMENT OF CORRECTIONS, LEADERSHIP AND INMATES FROM THE PROGRAM.

THE COMMITTEE HAS DISCOVERED THIS MATTER, AS WITH MANY MATTERS RELATED TO DEI, IS COMPLEX. MY HOPE IS THAT THEY WILL BE PREPARED TO DELIVER A RECOMMENDATION TO YOU AT A FUTURE REGENT MEETING.

CATHY N. AND THEODOSIA COOK HAD DEVELOPED A FRAMEWORK FOR ENHANCED TRAINING PROGRAMS TO ADD CLIMATE TRAINING TO OUR CURRENT COMPLIANCE FOCUSED TRAINING.

THEY'RE IDENTIFYING AVAILABLE PROGRAMS AND HOPE TO HAVE SOMETHING IN PLACE IN OCTOBER.

MIKE LIGHTENER IS LEADING AN EFFORT TO EXPLORE WHETHER STANDARDIZED TESTS AS AN ENTRANCE REQUIREMENT INTRODUCES BIASES INTO OUR RECRUITING PROCESS AND TO EXPLORE ALTERNATIVES.

A RECENT STATE LAW CHANGE ALLOWS US TO SPEND THE USE OF A TEST FOR THE YEAR AHEAD.

MIKE WOULD BE WORKING WITH THE FACULTY WHO HAVE A ROLE IN THIS DECISION AND OTHERS TO DETERMINE WHETHER TO SEEK A LONGER TERM AUTHORITY ON THE STATE FOR DIFFERENT ADMISSION CRITERIA. MIKE'S ALSO EXPLORING POLICIES TO ENSURE THAT THE USE OF DIGITAL TOOLS TO ESTABLISH TEST INTEGRITY ARE NOT USED IN A MANNER THAT WOULD CAUSE BIAS.

AND I UNDERSTAND THAT HE IS SCHEDULED TO PRESENT HIS FINDINGS AT A FUTURE UNIVERSITY AFFAIRS COMMITTEE MEETING.

THE PIECE OF ART SEEKING TO MEMORIALIZE LOS SEIS IS UNDER A TEMPORARY PERMIT UNTIL THE ART COMMITTEE THAT CHANCELLOR DISTEFANO APPOINTED IS ABLE TO DEVELOP A POLICY AND PROCEDURE FOR ART ON CAMPUS.

ONCE THE POLICY IS IN PLACE, THE ARTIST CAN SUBMIT HER PIECE FOR CONSIDERATION.

IN THE MEANTIME, THE CAMPUS HAS INSTALLED A TEMPORARY SECURITY CAMERA TO PROTECT IT.

COVID HAS DELAYED THE WORK OF THE ART COMMITTEE, BUT SEPARATELY, THE CHANCELLOR HAS ESTABLISHED THE CU BOULDER HISTORY PROJECT, LED BY A FACULTY MEMBER, AND LOS SEIS IS LIKELY THEIR FIRST PROJECT.

AS TO CU BOULDER'S TEMPORARY BUILDING.

ONE CHANCELLOR DISTEFANO IS SEEKING INPUT ON POSSIBLE NAMES AND IS LIKELY TO SEEK YOUR APPROVAL UNDER THE REGENT NAMING POLICY THAT ALLOWS FOR HONORING NAMES AT A MEETING SOMETIME THIS FALL.

CHANCELLOR MARX ACKNOWLEDGES THE TRIBAL HERITAGE OF THE LAND AT AURARIA CAMPUS DURING

[00:25:03]

EVENTS ON CAMPUS AND THEODOSIA'S WORKING WITH ALL THE CAMPUSES TO RESEARCH IN THE PROPOSED APPROPRIATE RECOGNITION STEPS OF CAMPUS PROPERTIES, FORMERLY TRIBAL LANDS.

I RECEIVED CONFIRMATION FROM JOHN GRIFFIN ON THEIR COMMITMENT OF THE CONFERENCE OF WORLD AFFAIRS TO CONTINUE TO EMBRACE VIEWPOINT DIVERSITY.

THAT COMMITMENT HAS INCLUDED CONDUCTING A SURVEY OF CONFERENCE PARTICIPANTS AS TO THEIR SUCCESS. IN DOING SO, IT WILL CONTINUE WITH FUTURE CONFERENCES.

PROFESSOR DAN JACOBSON FROM THE UNIVERSITY OF MICHIGAN HAS JOINED CU AS THE FIRST HOLDER OF THE BRUCE BENSON CHAIR FOR THE BENSON CENTER.

THAT CENTER SAW THIRTY THREE PERCENT INCREASES IN COURSES TAUGHT BY ITS AFFILIATED FACULTY, WITH A 20 PERCENT INCREASE IN ENROLLMENT THEY HAD OVER TWO THOUSAND ATTENDEES PARTICIPATE IN 30 LECTURES AND PROGRAMS, WHICH IS A 74 PERCENT INCREASE OVER THE YEAR BEFORE IN TERMS OF PARTICIPANT TOTALS.

THAT'S DESPITE AN ADDITIONAL NINE PLANNED EVENTS THAT WERE POSTPONED OR CANCELED DUE TO COVID, AND THEY AWARDED TWENTY SIX FACULTY GRANTS IN 12 DISCIPLINES.

AS TO FREEDOM OF SPEECH AND ACADEMIC FREEDOM, ALL CAMPUSES WILL ISSUE THE ANNUAL LETTER TO FIRST YEAR UNDERGRADUATE INCOMING STUDENTS THAT WAS CRAFTED BY REGENTS HILL AND KROLL AND UNANIMOUSLY APPROVED BY THE BOARD AND CHANCELLOR MARX AN THEIR COMMITMENT TO TAKE ACTIONS NECESSARY TO SECURE DESIGNATION FOR CU, DENVER AND ANSCHUTZ AS HISPANIC SERVING INSTITUTIONS ONCE THEY QUALIFY.

FINALLY, LET ME TURN TO A FEW ACTIONS THAT WE'RE UNDERTAKING AS RELATES TO OUR STRATEGIC PLANNING FOR DEI.

IN PREPARATION FOR FINALIZING WHAT OUR GOALS SHOULD BE FOR ESTABLISHING THESE METRICS, TODD AND THEODOSIA AND RYAN ALLEN HAD BEGUN A DEEP DOVE INTO STUDYING OUR RESULTS IN COMPARISON TO OUR STATE AND PEERS FOR THE THREE PLANNED METRICS THAT OF DIVERSITY OF OUR STAFF, FACULTY AND STUDENTS, STUDENTS SUCCESS AND FEELING ULTIMATELY A PROCESS THAT WHEN COMPLETED, WE LOVE TO SHARE THE RESULTING INSIGHTS WITH YOU AS WE PROCEED TO SET THE APPROPRIATE STRATEGIC PLAN GOALS FOR IMPROVEMENT.

WE ARE ALL AWARE THAT DENVER LEADS AMONG OUR CAMPUSES AND THE DIVERSITY OF STUDENTS, WHILE BOULDER IS THE LEAST DIVERSE AMONG OUR CAMPUSES, BOULDER HAS MADE PROGRESS BY DOUBLING THE ENROLLMENT AMONG MINORITY COMMUNITIES SINCE 2010, COMPARED TO A THREE PERCENT GROWTH FOR THE WHITE ENROLLMENT.

CU BOULDER SAW A HUNDRED AND EIGHTEEN PERCENT INCREASE IN HISPANIC ENROLLMENT DURING THAT PERIOD, BUT ONLY A SEVEN PERCENT INCREASE AMONG BLACK STUDENTS.

WE FULLY RECOGNIZE THAT WE HAVE MUCH, MUCH MORE WORK TO DO IN ALL OF OUR CAMPUSES TOWARDS IMPROVING ON ALL THREE METRICS THAT WE HAVE DEFINED, ENROLLMENT, STUDENT SUCCESS, FEELING OF BELONGING, AND THAT ONLY A RAZOR-SHARP COMMITMENT TOWARDS THESE ENDS WILL ACHIEVE OUR FOCUS.

TO DEFINE THE APPROPRIATE ACTION STEPS NECESSARY TO TRULY MAKE PROGRESS ON THESE METRICS, AS THEODOSIA WILL SOON OUTLINE.

BESIDES LEADING THE EFFORT TO CONDUCT AN ANNUAL CLIMATE SURVEY, SHE WILL BE WORKING WITH THE CAMPUS OF VICE CHANCELLORS IN THE CAMPUS STRATEGIC PLAN DEI WORKING GROUPS OVER THE NEXT YEAR TO CONDUCT A THOROUGH CATALOGING OF THE EXTENT AND EFFECTIVENESS OF OUR DEI ACTIVITIES ACROSS THE SPECTRUM FROM WHERE AND HOW WE RECRUIT STUDENTS, STAFF AND FACULTY, HOW WE ON BOARD THEM, AND HOW WE SUPPORT THEIR SUCCESS.

SHE WILL ALSO BE EXPLORING HOW DEI IS INCORPORATED INTO OUR FUNDRAISING AND OUR COMMUNITY OUTREACH EFFORTS. THIS EFFORT, CONDUCTED BY PROFESSIONALS WITH AN EYE TOWARDS BEST PRACTICES, RESEARCH, DATA AND RESULTS WILL TAKE TIME REQUIRING A BIT OF PATIENCE.

BUT I'M CONFIDENT IT WILL SET THE STAGE FOR FUTURE PROGRESS.

THESE ARE THE ACTIONS WE HAVE TAKEN AND STEPS WE ARE TAKING TO LAY THE GROUNDWORK TOWARDS FURTHER FUTURE ACTIONS.

I NOW TURN IT OVER TO CHIEF DIVERSITY OFFICER.

THEODOSIA COOK TO OUTLINE ACTIVITIES SHE WILL LEAD, FOLLOWED BY THE CHANCELLORS.

I WELCOME YOUR QUESTIONS.

WE WELCOME YOUR QUESTIONS, YOUR INPUTS AND YOUR OVERSIGHT AND HOLDING US ACCOUNTABLE FOR PROGRESS ON THIS IMPORTANT MATTER.

THANK YOU, MARK. HELLO, EVERYONE.

TODAY, WHAT I WANT TO TALK TO YOU ALL ABOUT IS, FIRST, THE ROLE OF A CHIEF DIVERSITY OFFICER, ESPECIALLY SINCE THIS IS A NEW ROLE TO THE SYSTEM.

AND THEN I WOULD LIKE TO TELL YOU ABOUT THE DIFFERENT PROJECTS THAT I'LL BE FOCUSING ON THIS COMING YEAR. SO I'D LIKE TO GROUND ON ASKING THIS CONVERSATION AROUND THE ROLE OF

[00:30:01]

THE CHIEF DIVERSITY OFFICER BUILT UPON THE 16 STANDARDS OF PROFESSIONAL PRACTICE FROM THE NATIONAL ASSOCIATION OF DIVERSITY OFFICERS IN HIGHER EDUCATION.

I'M GOING TO HIGHLIGHT FIVE OF THOSE 16 STANDARDS THAT ARE PERTINENT FOR OUR CONVERSATION TODAY.

STANDARD THREE FROM TO PLANNING, CATALYZING, FACILITATING AND EVALUATING PROCESSES OF INSTITUTIONAL AND ORGANIZATIONAL CHANGE.

STANDARD FOUR HIGHLIGHTS THE NEED FOR US TO WORK WITH SENIOR CAMPUS ADMINISTRATORS AND, WHEN APPROPRIATE, GOVERNING BODIES.

STANDARD SEVEN FOCUSES ON OUR COMMITMENT TO DRAWING FROM EXISTING SCHOLARSHIP AND USING EVIDENCE BASED PRACTICES TO PROVIDE INTELLECTUAL LEADERSHIP.

STANDARD EIGHT HIGHLIGHTS THE NEED TO WORK COLLABORATIVELY WITH SENIOR CAMPUS ADMINISTRATORS. THIS WORK IS NOT JUST THE WORK OF DIVERSITY OFFICERS.

THE BLACK LEADERSHIP ALSO NEEDS TO BE HELD ACCOUNTABLE FOR US TO BUILD AND DEVELOP THE INFRASTRUCTURE NEEDED FOR EQUITY, DIVERSITY AND INCLUSION AND STANDARD NINE HIGHLIGHTS THAT WE MUST STRIVE TO BALANCE CENTRALIZATION AND DECENTRALIZATION IN OUR SYSTEM.

MY ROLE IS TO WORK WITH YOUR CHIEF DIVERSITY OFFICERS, YOUR VICE CHANCELLORS OF DIVERSITY ON YOUR CAMPUS AND TO BALANCE WHAT YOU DO WITH THE SYSTEM, WITH THE NEEDS OF THE CAMPUS.

I WANT TO HIGHLIGHT A FRAMEWORK THAT I'VE DEVELOPED AND SHARED WITH OUR LEADERS AROUND DIVERSITY, EQUITY, AND INCLUSION.

SO WE WILL BE FAMILIAR WITH WHAT MY WORK COVERS.

DIVERSITY AND INCLUSION.

THE WORK REALLY CAME OUT OF COMPLIANCE THINKING ABOUT TITLE SEVEN, TITLE NINE IN THE 504, AS WELL AS PEOPLE RELATED TO THE ISSUES RELATED TO GRIEVANCES OUTSIDE OF THE COMPLIANCE ROLE. THAT IS THE FOUNDATION OF THE WORK THAT WE NEED TO BE FAMILIAR WITH AND BE AWARE OF WHEN ENTERING INTO THIS SPACE.

THEN THERE ARE FIVE PILLARS THAT BUILD UPON THAT.

THE FIRST ONE IS AROUND ATTRACTING AND RECRUITING, WHICH GOES TO OUR BRAND OUTSIDE OF THE INSTITUTION, WHAT PEOPLE BELIEVE ABOUT IT SO THAT WE CAN BE ATTRACTIVE TO STUDENTS, STAFF OR FACULTY. AND THEN OUR RECRUITMENT PROCESS: REALLY LOOKING AT IF WE HAVE AN EQUITABLE PROCESS TO ALLOW A MORE DIVERSE COMMUNITY TO BE PRESENT.

THE NEXT PILLAR IS ABOUT ON-BOARDING AND ALIGNMENT, THINKING ABOUT HOW DO WE ONBOARD OUR PEOPLE, HOW DO WE APPLY THEM TO THE VALUES OF OUR INSTITUTION AND HOW WE MAKE THEM AWARE OF WHAT WE STAND FOR HERE AT CU.

THE THIRD PILLAR IS AROUND LEARNING AND DEVELOPMENT, WHICH GOES TO THE CURRICULUM FOR OUR STUDENTS ALL THE WAY TO HOW OUR GRADUATION RATES ARE SEEN FROM DIFFERENT POPULATIONS.

BREAKING THAT OUT, LOOKING AT HOW WE GRADUATE, DIFFERENT POPULATIONS ACROSS THE FOUR CAMPUSES AND HOW WE OFF BOARD PROFESSIONALS AT CU.

THE FOURTH PILLAR'S AROUND ADVANCEMENT AND ONE THAT'S PARTICULARLY OF INTEREST TO US IN THE DIVERSITY OFFICER ROLE, BECAUSE FAR TOO MANY TIMES WE FORGET THIS PARTICULAR PILLAR, WHICH TALKS ABOUT WHERE IS OUR MONEY GOING? HOW ARE WE ENGAGING OUR PHILANTHROPIC ENDEAVORS IN SUPPORTING THIS WORK? AND THEN THE LAST GO AROUND COMMUNITY OUTREACH, AS MARK TALKED ABOUT, MY COLLEAGUE TONY AND I ARE I'M REALLY DOING INTENTIONAL WORK AND BUILDING BRIDGES IN THE COMMUNITY.

ALL OF THIS MUST BE GUIDED BY RESEARCH AND DATA AND KPIS KEY PERFORMANCE INDICATORS SHOULD BE OUTLINED AND WE SHOULD BE ABLE TO MEASURE OUR RETURN ON INVESTMENT.

IF WE ARE DOING THESE THINGS, WE WILL SEE A SHIFT IN OUR CLIMATE AND CULTURE AT CU AND HOPEFULLY ONE THAT CREATES A MORE EQUITABLE, INCLUSIVE AND DIVERSE SPACE FOR US TO THRIVE. WHEN I JOINED SEE YOU ON MAY 1ST, MY GOAL WAS TO FIRST BUILD RELATIONSHIPS.

I THINK IT'S IMPORTANT FOR US TO UNDERSTAND THAT DIVERSITY AND INCLUSION IS ALSO CHANGE MANAGEMENT. AND THEREFORE, IN ORDER TO REALLY MOVE AND SHIFT THINGS, WE NEED TO BUILD TRUST WITH PEOPLE.

AND THAT'S WHAT I'VE BEEN WORKING TO DO IN THESE PAST COUPLE OF MONTHS.

AND THEN I'VE BEEN ASKING QUESTIONS, VERY HARD QUESTIONS OF OUR LEADERSHIP AND OF THOSE ON THE GROUND REGARDING WHAT ARE WE DOING, WHAT IS THE EFFICACY OF OUR PROGRAMS AND WHAT IMPACT I'VE SEEN.

AND THEN TAKING THAT ON, I HOPE TO DELVE DEEP INTO THE RESEARCH, TO IDENTIFY HOW WE'RE PROGRESSING IN OUR EFFORTS AND THEN MAKE TANGIBLE ACTIONS THAT WILL SHIFT THE ENVIRONMENT AND CREATE ONE THAT'S MORE INCLUSIVE.

SOME OF THE PROJECTS THAT I WANT TO HIGHLIGHT FOR YOU DURING THIS PRESENTATION, THAT'S NOT INCLUSIVE OF EVERYTHING THAT WE'RE TACKLING AT THE SYSTEM, BUT OUR FIVE MAJOR ONES

[00:35:05]

ARE THE PRESENCE OF DIVERSITY AMONG STUDENTS AND FACULTY POPULATION.

OUR SURVEY THAT WE HOPE TO LAUNCH IN THE SPRING.

CAMPUS, PROGRAMMATIC EFFORTS RELATED TO DIVERSITY, EQUITY, INCLUSION, OUR DIVERSITY CAMPAIGN AND OUR COMMUNITY PARTNERSHIPS.

WHEN I'M LOOKING AT THE PRESENCE OF DIVERSITY IN OUR FACULTY, STAFF AND STUDENT POPULATIONS, I'M COMING TO THIS WITH SEVERAL QUESTIONS, QUESTIONS AROUND THE CURRENT COMPOSITION OF OUR POPULATION, EFFORTS THAT HAVE CREATED THAT CURRENT COMPOSITION.

SO, LOOKING AT ADMISSIONS IN HR, THE TWO MAJOR FUNNELS FOR OUR POPULATIONS HERE AT CU.

I'M REVIEWING OUR GRADUATION AND RETENTION RATES BY OUR MARK SHARED WITH YOU ALL THAT WE'RE WORKING CLOSELY WITH RYAN, WHO'S IN OUR INSTITUTIONAL RESEARCH DEPARTMENT, OTHER PEOPLE TO REVIEW THIS DATA AND THEN THINKING ABOUT APPROPRIATE STRATEGIC PLAN, ACTION STEPS AND GOALS THAT RELATE TO THIS, AND THEN HIGHLIGHTING WHAT OUR HIGHEST PRIORITY FOR CAMPUS ACTIONS THIS COMING YEAR.

I'M WORKING WITH THE VICE CHANCELLORS OF DIVERSITY AND INCLUSION ON YOUR CAMPUS.

I HOPE TO BEGIN PARTNERING WITH OUR STRATEGIC PLANNING, WORKING GROUPS, INSTITUTIONAL RESEARCH, ADMISSIONS HR, FACULTY AFFAIRS.

AND IN TERMS OF INTELLECTUAL LEADERSHIP NEEDED IN THIS, WE NEED TO BE ABLE TO RESEARCH OUR TRENDS IN HIGHER EDUCATION.

LOOK AT THE POPULATION GROWTH IN COLORADO AND THROUGHOUT THIS COUNTRY TO IDENTIFY IN THE COMING YEARS WHAT DOES THE POOL OF STUDENTS, FACULTY AND STAFF LOOK LIKE AND HOW ARE WE WORKING TOWARDS ATTRACTING THEM? AND THEN RESEARCH ON PAC 12 IN R ONE AND R TWO INSTITUTIONS WITH SIMILAR ATTRIBUTES.

AND THEN WE HAVE THE SURVEY CURRENTLY WE HAVE SEVERAL SURVEYS ON OUR CAMPUS AND WE WANT TO ENSURE THAT WE'RE EVALUATING WHAT IS THE BEST TIME FOR OUR DIVERSITY SURVEY AS WELL AS ARE OUR QUESTIONS REPETITIVE? WE WANT TO LOOK AT THE PAST EFFORTS THAT HAVE TAKEN PLACE TO ROLL OUT OUR SURVEY.

LAST YEAR, WE KNOW THAT THERE WERE PARTICULAR ISSUES AND WE'RE HOPING TO ADDRESS THOSE CONCERNS AND CONCERNS ABOUT CONFIDENTIALITY AND CONCERNS ABOUT THE VALIDITY OF THE SURVEY. I'M HOPING TO DO A TOUR WITH SOME OF YOUR VICE CHANCELLORS THIS COMING TERM TO SPEAK WITH YOU ALL AROUND THOSE ISSUES.

I ALSO HAVE QUESTIONS ABOUT HOW CAN WE INCREASE THE PARTICIPATION RATE.

WE HAD A PARTICIPATION RATE OF ABOUT 14 PERCENT AND WE'RE HOPING TO SEE AN INCREASE IN THAT THIS COMING YEAR.

AND AFTER WE RECEIVE THE RESULTS, HOW DO WE ENSURE THAT WE SHARE THEM AND MAKE THEM VISIBLE FOR OUR COMMUNITIES TO SEE AND THEN REALLY OUTLINE THE ACTION STEPS WILL TAKE TO MOVE FORWARD TO ADDRESS THE CONCERNS OF BELONGING AT CU.

IN THE TERMS OF COLLABORATING AND WORKING WITH EQUITY, INCLUSION, INSTITUTIONAL RESEARCH AND STUDENTS AND FACULTY INFLUENCERS ON OUR CAMPUS WHO CAN HELP US BETTER UNDERSTAND WHAT'S HAPPENING ON THE GROUND AND WHAT ARE THE NEEDS. AND I'M HOPING TO PROVIDE SOME INSIGHT INTO THE SURVEY METHODOLOGY.

I'VE ALREADY CONNECTED WITH THE CREATORS OF THE SURVEY, ALL OF WHOM ARE WOMEN OF COLOR.

IN TERMS OF OUR CAMPUS PROGRAMMATIC EFFORTS ON DIVERSITY, EQUITY, INCLUSION.

ARE WE TAKING A LOOK AT WITH OTHERS THE MISSION OF THE CURRENT PROGRAM TO REALLY IDENTIFY WHAT IS THE MISSION SO WE CAN REALLY BE ABLE TO LOOK AT HOW ARE THEY PERFORMING AND WHAT OTHER MEANS? WE'RE GOING TO TAKE AN ASSESSMENT OF THE CURRENT EFFORTS ON CAMPUS.

WE'RE GOING TO LOOK AT THE REPORTS THAT ARE PRESENT ON SOME OF THESE PROGRAMS AND THINK ABOUT THE DATA WE'RE CURRENTLY COLLECTING.

ALL THE DATA IS MISSING.

WHAT DATA IS NEEDED AND SPECIFICALLY WHAT ARE THE PROGRAMMATIC NEEDS IN ORDER TO.

I'M SURE THAT WE HAVE PROGRAMS THAT SUPPORT THE MISSION THAT THEY WERE CREATED FOR.

COLLABORATE IS, AGAIN, WE NEED TO CONTINUALLY WORK WITH OUR VICE CHANCELLORS ON THE CAMPUS, INSTITUTIONAL RESEARCH AND OTHER CAMPUS DIVERSITY, EQUITY AND INCLUSION LEADERS.

AND WHAT WE'RE HOPING TO PROVIDE IS RESEARCH ON BEST PRACTICES FOR PROGRAMS, RESEARCH OUR COMPARABLE PROGRAMS AND OTHER INSTITUTIONS TO GROUND IS IN REVIEWING SOME OF THESE PROGRAMS, OUR DIVERSITY CAMPAIGN THAT IS INTENDED TO REALLY BE ONE OF AN EDUCATIONAL TOOL TO HELP OUR COMMUNITY UNDERSTAND THE PRINCIPLES OF DIVERSITY AND INCLUSION.

WE STARTED WORKING ON THIS TASK THAT YEAR, AND WHAT WE'RE HOPING TO DO IS REVIEW WHAT CAMPAIGNS ARE CURRENTLY HAPPENING ON CAMPUS SO THAT WE'RE NOT GENERATING MESSAGES ALREADY HAPPENING. HOW CAN WE CREATE THE BEST ALIGNMENT WITH OUR BRAND? RIGHT NOW WE HAVE AN OFFER, ONE BRAND, AND WE WANT TO CONTINUE TO RECOGNIZE THAT ALTHOUGH WE HAVE FOUR DIFFERENT CAMPUSES AND A SYSTEM, WE ARE TOGETHER CU.

[00:40:01]

WE WANT TO ADDRESS THE CONCERNS OF THE CAMPAIGN.

MANY PEOPLE WERE CONCERNED ABOUT TOKENIZING DIFFERENT GROUPS, AND WE WANT TO ENSURE THAT WE ARE NOT DOING THAT IN THIS CAMPAIGN.

AND INSTEAD OF HIGHLIGHTING THIS AS AN EDUCATIONAL OPPORTUNITY FOR US TO UNDERSTAND WHAT THESE PRINCIPLES OF DIVERSITY, EQUITY, AND INCLUSION ARE AND HOW CAN WE BRING THE CAMPAIGN TO LIFE ON CAMPUS, HOW CAN WE GO BEYOND IMAGES AND HAVE CONVERSATIONS, DISCUSSIONS, LECTURE SERIES AROUND THESE TOPICS? AND HOW CAN THE CAMPAIGN HELP INCREASE THE SURVEY PARTICIPATION RATE? SOME OF THOSE COLLABORATORS BEING OUR COMMUNICATIONS DEPARTMENT HERE AT THE SYSTEM AND ON THE CAMPUSES, VICE CHANCELLORS OF DIVERSITY, EQUITY, INCLUSION AND, AGAIN, STUDENTS, STAFF AND FACULTY, INFLUENCERS.

IN TERMS OF INTELLECTUAL LEADERSHIP, WE HAVE LOOKED AT RESEARCH ON DIVERSITY CAMPAIGNS ON OTHER CAMPUSES. WE ARE THINKING ABOUT BEST PRACTICES WHEN IT COMES TO SOCIAL IMPACT, MARKETING CAMPAIGNS AND BEST PRACTICES, AND HOW TO ENGAGE OUR COMMUNITY IN A MARKETING CAMPAIGN. OUR MARKETING CAMPAIGNS ARE SUPPOSED TO CREATE ACTION AND WE'RE HOPING THAT THIS IS ONE THAT DOES THAT IN TERMS OF OUR COMMUNITY.

CURRENTLY, CU HAS A WONDERFUL WEBSITE CUFORCOLORADO THAT CAPTURES OUR CONNECTION TO THE COMMUNITY. WE'RE GOING TO LOOK THROUGH THAT REVIEW AND IDENTIFY WHICH PARTS OF OUR COMMUNITY ARE MISSING IN OUR CONNECTIONS AND WHAT ARE OUR NEEDS, WHAT IS OUR CURRENT BRAND IN DIFFERENT POPULATIONS? WHO IS MISSING AND WHAT HAS BEEN THE IMPACT OF OUR RELATIONSHIP ON THE COMMUNITY AND ON OUR STUDENTS AND FACULTY HERE AT CU? COLLABORATE TONY, OUR ABP FOR ENGAGEMENT IN OUR COMMUNITY PARTNERS.

AND WHAT WE'RE HOPING TO DO IS RESEARCH WAYS ON HOW WE CAN ENHANCE OUR COMMUNITY RELATIONSHIPS, THINK ABOUT OUR COMMUNITY BECOMING OUR COMPETITIVE ADVANTAGE AND RESEARCH ON HOW HIGHER EDUCATION CAN BEST IMPACT THE COMMUNITY THAT'S AVAILABLE.

AND SO WITH THAT, I WILL STOP AND TURN IT BACK TO LESLEY.

WELL, THANK YOU VERY MUCH.

THERE'S A LOT GOING ON FOR SURE, AND WHERE THE RUBBER HITS THE ROAD OBVIOUSLY IS ON OUR CAMPUSES. SO AT THIS POINT, WE WILL HEAR FROM OUR CHANCELLORS.

AND WE'RE GOING TO START WITH CHANCELLOR R.

FROM, UC COLORADO SPRINGS.

RIGHT. THANK YOU, REGENT SMITH.

WELL, I'M GOING TO APPRECIATE ALL THE WORK THEODOSIA AND PRESIDENT KENNEDY ARE DOING ON THIS, BECAUSE IT'S GOING TO HELP OUR CAMPUSES A LOT AS WE ALIGN THOSE INITIATIVES AS WELL. SO WE'RE VERY FORTUNATE THAT WE HAVE A CAMPUS COMMUNITY THAT IS INVESTED IN ISSUES OF DIVERSITY, EQUITY AND INCLUSION.

AND THERE'S A LOT OF ENERGY AROUND THESE TOPICS ON OUR CAMPUS.

RECENTLY, SINCE THE TRAGIC FLOYD EVENT, I HAD A SEPARATE GROUP CONVERSATIONS WITH OUR DIVERSITY OFFICERS, AS WELL AS FACULTY, STAFF AND STUDENTS OF COLOR THAT YIELDED SOME SUGGESTIONS FOR CHANGE.

AND THESE ARE CURRENT. SO THESE ARE REQUESTS TO EXPAND DIVERSITY, INCLUSION IN THE CLASS CURRICULUM. THERE ARE ALSO IDEAS ABOUT INCORPORATING EQUITY, DIVERSITY, INCLUSION ACROSS OUR CAMPUS. SOME SUGGESTIONS INCLUDED TO REQUIRE EQUITY, DIVERSITY AND INCLUSION, TRAINING FOR SENIOR LEADERSHIP CHANCELLORS, VICE CHANCELLORS, ASSOCIATE ASSISTANT VICE CHANCELLORS, DEANS, CHAIRS, AND ALSO TO LOOK AT SEARCH PROMOTION AND REVIEW COMMITTEE POLICIES TO REVIEW THE EXPERIENCES OF STUDENTS OF COLOR AND MINORITY STUDENTS INTERACTING WITH PUBLIC SAFETY ALSO CAME UP.

THIS IS INVITING CAMPUS POLICE.

WE WERE ALSO ASKED TO INCREASE STAFFING AND EXPAND THE PHYSICAL SPACE FOR THE OFFICES. WE WERE ALSO ASKED TO REVIEW HIRING AND RECRUITING PRACTICES TO INCREASE THE POOL OF DIVERSE CANDIDATES AS TO ACTIVELY WORK TOWARDS GREATER RACIAL DIVERSITY WITHIN ALL STAFF AND FACULTY POSITIONS AND TO DEVELOP UNIVERSITY COMMUNICATIONS AROUND THE IMPORTANCE OF EDI FOR OUR CAMPUS AND OUR COMMUNITY.

IN FACT, SINCE MY CONVERSATIONS WITH OUR STUDENTS OF COLOR, THERE IS A PETITION CIRCULATING AMONG OUR STUDENTS RIGHT NOW, THEY WOULD LIKE TO SEE A LARGER PHYSICAL SPACE FOR OUR MULTICULTURAL OFFICE, FOR STUDENT ACCESS, INCLUSIVENESS AND COMMUNITY.

IT'S ALSO OTHERWISE KNOWN AS THE MOSAIC AND LGBTQI A PLUS RESOURCE CENTER.

AND WE ARE CHALLENGED BY LIMITED RESOURCES AND WE ARE LOOKING FOR WAYS HOW TO ADDRESS THIS. STUDENTS OF COLOR HAVE EXPRESSED CONCERN THAT SOME UNDERREPRESENTED MINORITY STUDENTS ARE FEARED WITH BIAS BY SOME POLICE OFFICERS ON CAMPUS AND I SPENT TIME WITH

[00:45:05]

CHIEF TRAINING FROM EDUCATION ON IMPLICIT BIAS AND DE-ESCALATION TACTICS TO ENSURE THAT OUR ONLINE COMMUNITY IS KEPT SAFE.

WE'RE ALSO MAKING STRIDES ON SEVERAL FRONTS RELATED TO EDI.

I RECENTLY, AS PRESIDENT KENNEDY INDICATED, MOVED THE OFFICE OF EDI UNDERNEATH THE CHANCELLOR'S OFFICE.

OUR ABC OF EDI, ANDREA HERRERA NOW REPORTS TO ME DIRECTLY.

I'M ALSO IN THE PROCESS OF WORKING WITH DR.

HERRERA TO COME UP WITH CLEAR GOALS AND OUTCOMES IN THE AREAS OF CREATING MENTORING AND ENHANCING DIVERSITY AND INCLUSION EFFORTS ON THE CAMPUS.

THE GOALS ALSO INCLUDE SUPPORTING SYSTEM INITIATIVES ON DIVERSITY.

AS PART OF THESE GOALS WILL BE PROVIDING TRAINING TO ALL SENIOR LEADERSHIP DURING THE FALL 2014 SEMESTER.

THAT THE OFFICE OF EDI AND THE MATRIX CENTER OUR WORKING WITH THE UCCS POLICE CHIEF, MARK PINO, TO DEVELOP A SUPPLEMENTAL EDDI TRAINING FOR CAMPUS POLICE.

LIKE I SAID, THEY ALREADY UNDERGO TRAINING.

THIS IS SUPPLEMENTAL TO THAT WHICH WILL INCLUDE A SPECIFIC FOCUS OF TRAUMA, RESPONSE AND MENTAL HEALTH. THE HELEN OTTERY JOHNSON BETHEL COLLEGE OF NURSING AND HEALTH SCIENCES IS WORKING WITH THE EDI OFFICE AND MATRIX CENTER ON EDI IN-SERVICE TRAINING WHICH WILL BE OFFERED IN THE FALL 2020 SEMESTER.

WE HOPE THAT THIS MODEL WILL BE USED TO EXPAND THE TRAINING TO OTHER COLLEGES ON CAMPUS AS WELL. IN ADDITION, THE ADA OFFICE IS WORKING WITH THE H.R.

OFFICE TO RECOMMEND BEST PRACTICES FOR RECRUITING DIVERSE FACULTY AND STAFF, COLLABORATING WITH THE PRE-COLLEGIATE DEVELOPMENT PROGRAM TO OFFER THE COLLEGE PROGRAM, WHICH SUPPORTS AND RECRUITS UNDERSERVED HIGH SCHOOL STUDENTS, DEPLOYING THE FIRST ANNUAL BRIDGE TO SUCCESS SOPHOMORE MENTORING PROGRAM WHICH SUPPORTS UNDERSERVED STUDENTS PILOTING AN UNDERREPRESENTED MINORITIES FACULTY MENTORING PROGRAM IN THE FALL AND FINISHING AND EDI MENTORING IN EVERY COLLEGE TO BE RELEASED IN EARLY SEPTEMBER.

YOU ALL KNOW THAT I'M AN OPTIMIST, SO I WOULD LIKE TO HIGHLIGHT SOME OF THE SILVER LININGS WE'RE SEEING AROUND THESE TOPICS AS WELL.

JUNE BLACK LIVES MATTER PROTEST ORGANIZED BY UCCS STUDENTS WAS POSITIVELY RECEIVED BY MANY FACULTY, STAFF AND STUDENTS.

STAFF ASSOCIATION HAS A STATED GOAL OF STRENGTHENING DIVERSITY, EQUITY AND INCLUSION EFFORTS THIS YEAR. IN FACT, OUR NEW STAFF ASSOCIATION PRESIDENT, ALEX BAKER, IS THE FIRST OPENLY GAY PRESIDENT OF THE STAFF ASSOCIATION IN UCCS HISTORY.

THE STAFF ASSOCIATION IS LOOKING AT CREATING DIVERSITY COMMITTEES THAT FOCUS ON ISSUES SUCH AS PAY EQUITY, WIDENING THE PIPELINE FOR ADVERSITY, DIVERSITY, NOT INCLUDING PRACTICES AND MORE.

CENTER FOR THE STUDY OF GOVERNMENT AND INDIVIDUAL THIS FALL WILL BE LAUNCHING THE PROGRAM ON THE AMERICAN CONSTITUTION, THE PROFESSIONAL DEVELOPMENT SEMINARS AND COVERED TOPICS SUCH AS RACE AND THE CONSTITUTION, CIVIL RIGHTS AND LIBERTIES, CIVIL LIBERTIES DURING WARTIME, THE FIRST AMENDMENT, PRESIDENTIAL POWER AND THE CONSTITUTION, ETC..

OTHER PARTS OF THE PROGRAM WILL START SCHOOL WITH PERMITS.

OUR CAMPUS PUBLIC STATEMENTS ON EDI HAVE BEEN WELL-RECEIVED, ESPECIALLY BY STUDENTS THAT HAVE BEEN VOCAL ON SOCIAL MEDIA ABOUT THEIR APPROVAL OF THE UNIVERSITY TAKING A STAND ON THESE ISSUES. I'M ALSO PLEASED TO REPORT THAT OUR NEW DIRECTOR OF CYBER SECURITY, GRETCHEN B., IS USING A GRANT FROM THE NATIONAL SECURITY AGENCY TO CREATE A SERIES OF SUMMER CAMP PROGRAMS LAUNCHING NEXT SUMMER TO GET DIVERSE RURAL AND FEMALE, MIDDLE AND HIGH SCHOOL STUDENTS INTERESTED IN CYBERSECURITY CAREERS.

AND FINALLY, I'M ALSO SERVING AS AN INTERVIEW PANELIST FOR THE CITY OF COLORADO SPRINGS DIVERSITY AND COMMUNITY OUTREACH PROGRAM MANAGER SELECTION.

I RECOGNIZED MORE WORK NEEDS TO BE DONE, SO WE'LL BE WORKING CLOSELY WITH THE THEODOSIA AND EXPLORING INNOVATIVE AND CREATIVE WAYS OF ENHANCING EQUITY, DIVERSITY AND INCLUSIVE PRACTICES ON OUR CAMPUS.

THANK YOU FOR YOUR TIME. THANK YOU VERY MUCH, CHANCELLOR.

IT'S INTERESTING HOW EACH CAMPUS IS UNIQUE AND EACH CAMPUS NEEDS TO TAILOR THEIR OWN EDI WORK OR DEI OR EVEN, THAT'S DIFFERENT FROM CAMPUS TO CAMPUS.

NEXT, WE WILL HAVE CHANCELLOR MARX, WHO IS BRAND NEW.

SHE CAME IN JULY TO BE THE CHANCELLOR AT THE DENVER CAMPUS.

WELCOME AND GLAD TO HEAR WHAT YOU HAVE TO SAY, CHANCELLOR.

THANK YOU SO MUCH. GOOD AFTERNOON, REGENTS.

IT'S NICE TO BE WITH YOU TODAY AND THANK YOU SO MUCH FOR CARING ABOUT THIS CRITICAL TOPIC. AS YOU KNOW, I BEGAN MY TENURE AS CHANCELLOR ON JULY 1ST.

I WANT TO TALK A LITTLE BIT ABOUT THE CONTEXT THAT I CAME INTO FOLLOWING GEORGE FLOYDS DEATH IN LATE MARCH.

[00:50:01]

THERE WERE WIDESPREAD AND RECURRENT PROTESTS, INCLUDING VERY MANY OF THEM IN DENVER.

AT LEAST ONE OF THOSE WAS HELD ON THE AURARIA CAMPUS AND MANY MORE RIGHT NEARBY.

AND IN MID-JUNE, A FEW WEEKS BEFORE I STARTED, I WAS MADE AWARE OF A NUMBER OF LETTERS AND PETITIONS FROM FACULTY AND STAFF AND STUDENTS AND ALUMNI.

AND THESE LETTERS EXPRESSED FRUSTRATION WITH A LACK OF ACTION ON DEI ISSUES.

PRIMARY DEMANDS WERE AROUND RESTARTING THE VICE CHANCELLOR FOR DIVERSITY SEARCH.

THEY ALSO TALKED ABOUT SEVERING TIES WITH DENVER POLICE AND ELIMINATING ALL AURERIA POLICE DEPARTMENTS AND DIVESTING FROM OUR ECONOMIC RELATIONSHIP WITH CORRECTIONAL INDUSTRIES. OTHER DEMANDS INCLUDED ACTION, WANTING US TO DO A BETTER JOB OF HIRING AND RETAINING EMPLOYEES OF COLOR, BANNING FACIAL RECOGNITION SOFTWARE.

THAT MLK DAY SHOULD BE A DENVER HOLIDAY.

AND THERE WERE OTHER REQUESTS AS WELL.

I WANT YOU TO KNOW THAT I CARE DEEPLY ABOUT THESE ISSUES PERSONALLY AND ALSO JUST IN RECOGNITION AS CU DENVER IS THE MOST DIVERSE INSTITUTION IN THE CITY'S SYSTEM.

I KNOW THAT WE NEED IT AS A CAMPUS TO DEVELOP A THOUGHTFUL AND HOLISTIC AND SYSTEMATIC WAY OF APPROACHING THESE IMPORTANT CONCERNS.

AND I HAD ALREADY BEEN PLANNING MY HUNDRED DAYS OF LISTENING TOUR AT THAT TIME.

SO I MADE A DECISION TO DEVOTE THE FIRST 10 DAYS OF THAT TOUR EXCLUSIVELY TO MEET WITH FACULTY AND STAFF AND STUDENTS AND ALUMNI ON THESE PARTICULAR ISSUES.

AND SO OVER THE COURSE OF THESE 10 DAYS, THERE WERE 20 LISTENING SESSIONS THAT INCLUDED REPRESENTATIVES FROM EVERY SCHOOL AND COLLEGE ON THE CAMPUS AND MANY OTHER UNITS, STAFF UNITS. WE ALSO SOLICITED WRITTEN FEEDBACK AS WELL.

AND THERE WERE A NUMBER OF THEMES THAT EMERGED.

ONE OF THEM WAS IMPROVING OUR HIRING AND OUR PRACTICES TO TO PROMOTE MORE DESIRE AMONG FACULTY AND STAFF LEADERSHIP.

THEY, WITH THEIR WORK, A DESIRE TO WORK TOWARDS A MORE INCLUSIVE CAMPUS CULTURE.

THEY WANTED US TO DO MUCH MORE TO SUPPORT STUDENT SUCCESS AND TO ADDRESS INSTITUTIONAL INEQUITIES, INCLUDING REVIEWING POLICIES ON POLICE AND CORRECTIONAL INSTITUTE INDUSTRIES, AMONG OTHER THINGS. SO ON JULY 20TH, I ADDRESS THE CAMPUS AS A RESULT OF WHAT I LEARNED DURING THESE LISTENING SESSIONS, AND I PUBLICLY ANNOUNCED THE FOLLOWING ACTION STEPS THAT WE WOULD RELAUNCH A SEARCH FOR A VICE CHANCELLOR OF DIVERSITY, EQUITY, INCLUSION, AND THAT THAT POSITION WOULD NOW BE REPORTING DIRECTLY TO ME AND FOCUSED SOLELY ON THE DENVER CAMPUS. AND THAT THAT SEARCH WOULD LAUNCH IN AUGUST.

AND I'M ALSO GOING TO APPOINT A PART TIME FACULTY FELLOW TO ADVISE MYSELF AND MY LEADERSHIP TEAM ON DEI ISSUES.

IN ADDITION, WE'RE IN THE PROCESS RIGHT NOW OF STANDING UP AN ADVISORY BOARD FOR THE POLICE WITH THE OTHER EIGHT CAMPUSES.

AND I ALSO COMMITTED THAT THAT MY LEADERSHIP TEAM, MYSELF AND ALL DEANS, WILL TAKE TRAINING ON RACIAL JUSTICE AND EQUITY BY THE START OF THIS FALL SEMESTER, AND I MADE A SET OF ADDITIONAL COMMITMENTS THAT WILL HAPPEN OVER THE COURSE OF THE NEXT YEAR, INCLUDING CREATING A STRATEGY, A REAL STRATEGY FOR DIVERSIFYING FACULTY AND STAFF AND ENSURING THAT WE HIGHLIGHT AND AMPLIFY VOICES ON DEI ON OUR CAMPUS COMMUNITY AND CONTINUE THE GOOD WORK THAT'S BEEN DONE TO WORK TOWARDS HSI STATUS, WHICH IS CRITICAL.

THEY'LL ALSO BE ADDITIONAL LISTENING SESSIONS IN SPRING TWENTY TWENTY ONE ON DEI ISSUES WHERE OUR CAMPUS COMMUNITY CAN CONTINUE TO SHARE OUR THINKING.

AND I HAVE ALSO ESTABLISHED--I'M IN THE PROCESS OF ESTABLISHING AN EQUITY TASK FORCE AND WILL FOCUS ON HELPING TO IDENTIFY WAYS TO IMPROVE CULTURE ON CAMPUS AND TO HIS DOOR TO SUPPORT AND DECREASE THE DISPARITIES AMONG RETENTION AND GRADUATION RATE OUTCOMES THAT WE HAVE CURRENTLY ON CAMPUS, AND ALSO TO IDENTIFY THE BARRIERS TO THE RECRUITMENT AND HIRING AND ONBOARDING AND DEVELOPMENT PROCESSES AND THE PROMOTION AND RETENTION OF DIVERSE FACULTY AND STAFF, AND TO GENERALLY ENSURE THAT OUR ADVISORY BOARDS REFLECT OUR CAMPUS COMMUNITY IN TERMS OF OTHER ACTIONS ON POLICING ISSUES.

OUR SCHOOL OF PUBLIC AFFAIRS, WHICH OFFERS A CRIMINAL JUSTICE DEGREE PROGRAM, RECENTLY HELD A VIRTUAL SESSION ON JUNE 30TH TALKING ABOUT HOW WE CAN IMPROVE POLICING COMMUNITY RELATIONS. AND IT WAS MENTIONED BEFORE, THAT WE'RE FORMING THIS ADVISORY BOARD WITH THE OTHER CAMPUSES, WHICH WILL AGAIN SUPPORT POLICING AND COMMUNITY RELATIONS.

AND I HAVE BEEN WORKING WITH MY TEAM TO ENSURE THAT THE VARIOUS POLICE DEPARTMENTS THAT SUPPORT OUR CAMPUS ARE UPDATING THEIR POLICIES TO SUPPORT THE SENATE BILL TWENTY TWO ONE

[00:55:10]

SEVEN. AND THEY HAVE AND I CAN ASSURE YOU RIGHT NOW THAT THEY HAVE BOTH THE AURARIA POLICE DEPARTMENT AND THE DENVER POLICE HAVE DONE SO.

THANK YOU. THANK YOU.

YOU'VE DONE AN ADMIRABLE JOB JUMPING RIGHT IN AND DOING THAT IMPORTANT LISTENING TOUR.

NEXT, WE HAVE CHANCELLOR ALREADY HAVE STUDENTS BACK ON CAMPUS STARTING BACK IN MAY.

SO GO AHEAD, CHANCELLOR UNMUTE.

THERE WE GO. NO, IT'S A DIFFERENT BUTTON.

SORRY IT DIDN'T SHOW UP WHERE IT NORMALLY DOES.

THANK YOU, REGENT SMITH, AND THANK YOU REGENTS FOR YOUR TIME TODAY.

AND AS REGENT SMITH POINTED OUT EACH OF THE CAMPUSES ARE DIFFERENT, BUT I THINK YOU'RE GOING TO SEE A COMMON THEME HERE.

I THINK THAT WE ALL RECOGNIZE THAT THIS IS A MOMENT IN TIME THAT WE HAVE A SITUATION THAT HAS PROMPTED A GREAT DEAL OF INTEREST AND FOCUS ON THE ISSUES OF DEI.

AND IT GIVES US AN OPPORTUNITY THAT WE WOULD BE, FRANKLY, REALLY REMISS IF WE DIDN'T TAKE ADVANTAGE OF THAT TO BEGIN TO MAKE SIGNIFICANT PROGRESS.

THE CONTEXT FOR THIS CAMPUS IS THAT THE HEALTH PROFESSIONS MORE THAN MOST, IF NOT MORE THAN ANY, HAVE HISTORICALLY HAD EVEN GREATER ISSUES WITH RELATED TO DEI, ESPECIALLY DIVERSITY, THAN MANY OTHER PROFESSIONS IN THE UNITED STATES.

DENTISTRY, AS IT TURNS OUT, IS ONE OF THE LEAST DIVERSE PROFESSIONS IN THE UNITED STATES IN MEDICINE, FRANKLY, ISN'T ALL THAT FAR BEHIND IT.

SO WE AS AN ACADEMIC MEDICAL CAMPUS, I THINK ON THE EDUCATIONAL SIDE OF OUR MISSION HAVE HAVE A LARGE HILL TO CLIMB.

WE'VE MADE PROGRESS PRIMARILY THROUGH SCHOLARSHIP DIRECTION.

AND MARK TALKED ABOUT--PRESIDENT KENNEDY TALKED ABOUT THAT WITH JOHN RILEY AND HE COMBINING ALL THAT ON MORE SCHOLARSHIPS FOR MEDICINE THIS YEAR.

WE'VE MADE PROGRESS IN DENTISTRY WITH SCHOLARSHIP FUNDS, BUT WE'VE GOT A LONG WAY TO GO, NOT ONLY IN STUDENT DIVERSITY, BUT MOST ESPECIALLY IN FACULTY AND TO A LESSER DEGREE, STAFF DIVERSITY. SO THAT IS THE SORT OF PAINTING THAT OUR CANVAS THAT WE'RE DEALING WITH HERE. IN JUNE, WE DECIDED TO TAKE A COMPLETELY CLEAN LOOK AT DIVERSITY, EQUITY AND INCLUSION FOR THE ANSCHUTZ CAMPUS, WHICH HAS HISTORICALLY BEEN A COMBINED FUNCTION WITH THE DENVER CAMPUS. AND PRIOR TO MICHELLE'S ARRIVAL, I MADE A DECISION THAT WE NEEDED TO HAVE DEDICATED DEI OFFICE ON THIS CAMPUS.

AND WE MOVED TO DO THAT IN LATE JUNE AND COMBINED IT WITH OUR COMMUNITY OUTREACH OPERATION. THE THE IDEA OF COMBINING WITH COMMUNITY OUTREACH, GIVEN THE AURORA COMMUNITY THAT WE LIVE IN, WHERE AURORA IS PROBABLY NOT PROBABLY I THINK IT IS THE MOST DIVERSE CITY IN THE STATE OF COLORADO.

AND WE ARE SURROUNDED BY THREE OF THE POOREST ZIP CODES IN THE STATE OF COLORADO MADE COMBINING DEI AND COMMUNITY OUTREACH SEEM TO MAKE SENSE FOR US.

IN EARLY JULY, WE APPOINTED AN ASSOCIATE VICE CHANCELLOR FOR DIVERSITY, EQUITY, INCLUSION AND COMMUNITY OUTREACH, REGINA RICHARDS, WHO CAME TO US FROM THE SCHOOL OF MEDICINE WHERE SHE HAD A SIMILAR ROLE FOR THAT SCHOOL.

SHE WILL AND AND HER OFFICE, AS MICHELLE AND DIRECTLY TO THE CHANCELLOR'S OFFICE TO ME, WHICH IS ALSO A CHANGE.

HER FIRST MOVE WAS TO MAKE AN APPOINTMENT OR ASK FOR AN APPOINTMENT TO CREATE A DEI LEADERSHIP COUNCIL, WHICH SHE HAS NOW DONE.

THAT COUNCIL WILL HAVE A SENIOR FACULTY MEMBER FROM EACH OF OUR SCHOOLS, AS WELL AS STUDENTS AND STAFF REPRESENTATION.

A POLICY OF THAT IS THAT THE FACULTY WHO ARE ON THAT COUNCIL WILL ACTUALLY HAVE A PERCENTAGE OF THEIR FTE ASSIGNED TO THAT COUNCIL SO THAT IT'S NOT A SORT OF AN ADD ON, BUT BECOMES A NOT INSIGNIFICANT PART OF THEIR JOB.

THE COUNCIL'S ROLE OR THE CHARGE FOR THE COUNCIL IS TO ASSESS THE NEEDS ACROSS THE

[01:00:05]

SPECTRUM OF DEI AND RECOMMEND ACTIONS.

FORTUNATELY, WE HAVE A GOOD STARTING POINT.

LIKE MICHELLE, WE RECEIVED NOT AS MANY RESOLUTIONS AS DENVER DID, BUT ONE VERY THOUGHTFUL SIXTEEN PAGE, TWENTY FIVE RECOMMENDATION RESOLUTION THAT WAS PUT TOGETHER BY THE BLACK STUDENT COLLECTIVE, WHICH CAME OUT OF THE SCHOOL OF MEDICINE.

I SAID IT A VERY THOUGHTFUL DOCUMENT AND PROVIDES US, FRANKLY, WITH A FOUNDATION TEMPLATE FOR REVIEWING THOSE THINGS THAT WE HAVE ACTUALLY ACCOMPLISHED AND A SORT OF A TO DO LIST OF THINGS THAT WE NEED TO WORK ON BEGINNING NOW.

IT ALSO WILL PROVIDE US WITH ESSENTIALLY A TRACKING TOOL TO LOOK AT DATA TO MAKE SURE THAT WE MONITOR OUR PROGRESS THROUGH DATA.

I WOULD BE HAPPY TO SHARE THAT DOCUMENT WITH ANYBODY WHO WANTS TO SEE IT, AND WE DID HAVE A LITTLE BIT OF A ROLE IN HELPING THAT TAKE PLACE.

AND IT'S I THINK THAT'S INDICATIVE OF THE FACT THAT ON THIS CAMPUS, AT LEAST FOR THE MOMENT, WE HAVE A VERY CONSTRUCTIVE DIALOG WITH OUR MINORITY STUDENT LEADERSHIP.

THE IMMEDIATE STEPS THAT WE'RE GOING TO TAKE WITH THAT COUNCIL ARE, AS I'VE SAID BEFORE, TO CREATE A TRACKING PROGRAM FOR MONITORING PROGRESS.

WE HAVE A PLAN FOR IN-PERSON AS OPPOSED TO ONLINE.

I MEAN, OBVIOUSLY, FOR THE TIME BEING, IT'LL BE REMOTE, BUT IN PERSON LIVE UNCONSCIOUS BIAS TRAINING FOR ALL SENIOR LEADERS ON THE CAMPUS.

THERE IS A RECOMMENDATION THAT THAT BE TAKEN THROUGH TO ALL FACULTY AND STAFF.

AND THAT RECOMMENDATION, I THINK, IS SOMETHING THAT WE'LL BE TRACKING OVER TIME.

THE POLICE ALREADY HAVE THAT AS PART OF THEIR PROGRAM.

AND WHILE I'M ON THE SUBJECT OF THE POLICE, I CAN TELL YOU THAT THEY NOW DO MEET ALL OF THE STANDARDS SET BY SB 217, AS DO THE AURORA POLICE.

BOTH OF THE POLICE ORGANIZATIONS, OURS AND AURORA'S, ARE STRUGGLING TO TRY TO FIGURE OUT HOW THEY DO THE DATA COLLECTION THAT'S REQUIRED BY THAT BILL.

AND THE STATE HAS NOT YET ISSUED THE GUIDELINES ON HOW THEY WANT TO SEE THAT.

BUT THAT'S THE ONLY PIECE OF THAT BILL RIGHT NOW THAT IS NOT PART OF THE POLICY OF BOTH OUR POLICE FORCE AT ANSCHUTZ AND THE AURORA POLICE.

WE LOOK FORWARD TO THE EVALUATION OF A CLIMATE SURVEY, THE WE THINK THAT'S AN IMPORTANT BENCHMARK FOR US TO WORK OFF OF.

AND THE ONE MAJOR THING THAT WE'RE THINKING ABOUT IS THE EXPLORATION OF A CREATION OF A NEW SENATOR, NEW CENTER.

SORRY, NOT SENATOR, NEW CENTER FOR MINORITY HEALTH.

WE ALREADY HAVE THE LATINO RESEARCH POLICY COMMITTEE FOR LATINO RESEARCH IN HISPANIC RESEARCH IN HEALTH CARE.

BUT WE'RE THINKING ABOUT TRYING TO COMBINE THAT WITH A BROADER AND LARGER MINORITY CENTER, WHICH WE WOULD PROBABLY HOUSED AT THE AURORA COMMONS, WHICH IS THE NEW FQAC THAT WE ARE STANDING UP IN AURORA TO SERVE THE AURORA COMMUNITY.

I THINK WE'RE AT A GOOD POINT IN OUR DIALOG WITH THE DEI GROUPS REPRESENTING GROUPS MINORITY CONCERNS ON CAMPUS.

AND WE LOOK FORWARD, FRANKLY, TO MOVING FORWARD IN THIS PLAN.

I THINK, AS I SAID AT THE OUTSET, I THINK WE HAVE A TIME HERE AND SHAME ON US IF WE DON'T TAKE ADVANTAGE OF IT. AND I LOOK FORWARD TO YOUR QUESTIONS.

THANK YOU, CHANCELLOR REALLY INTERESTING THINGS THAT YOU'RE STARTING TO DO ON YOUR CAMPUS, AND OUR LAST SPEAKER OR PRESENTER WILL BE CHANCELLOR DISTEFANO FROM THE BOULDER CAMPUS.

THANK YOU, REGENT SMITH, AND GOOD AFTERNOON, EVERYONE.

IT'S GREAT TO SEE EVERYONE.

IN JUNE I CHALLENGED CU BOULDER CAMPUS TO RETHINK HOW IT ADDRESSES ISSUES OF RACE AND EQUITY AND CHALLENGE THE CAMPUS TO TRANSFORM THE CU BOULDER EXPERIENCE, PARTICULARLY FOR COMMUNITIES OF COLOR.

I ISSUED THIS CHALLENGE BECAUSE DESPITE OUR BEST EFFORTS AND HAVING MADE PROGRESS IN MANY AREAS, WE HAVE NOT BEEN ABLE TO MAKE CU BOULDER AS INCLUSIVE AS IT NEEDS TO BE.

WE STILL HAVE NOT RAISED THE PARTICIPATION OF OUR COMMUNITIES OF COLOR TO WHERE I WOULD LIKE FOR IT TO BE.

AND OUR SURVEYS SHOW THAT WE NEED TO IMPROVE THE EXPERIENCE OF OUR STUDENTS, FACULTY AND STAFF OF COLOR. WE NEED TO BRING PEOPLE OF COLOR INTO OUR COMMUNITY.

WE NEED TO RETAIN THEM AND HAVE THEM FULLY PARTICIPATE IN OUR COMMUNITY.

WE HAVE SOME WORK REFORMS THAT WILL TAKE TIME, BUT IT'S VITALLY IMPORTANT THAT WE MAKE OUR COMMITMENT TANGIBLE AND SHOW IMMEDIATE PROGRESS.

[01:05:01]

CONSEQUENTLY, I ASK BOB BOSWELL, OUR VICE CHANCELLOR OF DIVERSITY, EQUITY AND COMMUNITY ENGAGEMENT, TO TAKE ON THE TASK OF MOVING US FORWARD ON EIGHT ACTIONS FOR A CHANGE BEFORE THE START OF THE FALL SEMESTER.

WE NEED TO SHOW OUR STUDENTS, FACULTY AND STAFF THAT WE ARE MAKING PROGRESS AND THAT WE CAN DO IT EVEN IN THE FACE OF A PANDEMIC.

AND HERE'S A BRIEF UPDATE ON THE EIGHT ACTION ITEMS. THE FIRST ONE WAS TO UPDATE AND ENHANCE OUR FACULTY AND STAFF HIRING THE PRACTICES THAT WE DO TO ACHIEVE GREATER REPRESENTATION OF PEOPLE OF COLOR AND OUR COMMUNITY AND TO BETTER EXPRESS THE IMPORTANCE OF DIVERSITY, EQUITY AND INCLUSION TO ALL WHO WOULD CONSIDER BECOMING PART OF OUR UNIVERSITY.

TO ADDRESS THIS CALL TO ACTION, HUMAN RESOURCES CONTINUES TO IMPLEMENT TRAINING ON BIAS MITIGATION AND INCLUSIVE HIRING PRACTICES FOR FACULTY SEARCH COMMITTEES TO ENSURE OUR FACULTY RECRUITING PROCESS IS NOT AFFECTED BY UNCONSCIOUS BIASES THAT LIMIT OPPORTUNITIES FOR DIVERSE SCHOLARS.

SINCE THE INITIAL TWO THOUSAND EIGHTEEN IMPLEMENTATION OF THE FACULTY SEARCH COMMITTEE TRAINING AND THE CAMPUS FOCUS ON ON DIVERSITY EFFORTS FOR FACULTY SELECTIONS OF PEOPLE OF COLOR INCREASED NINE POINT THREE THREE PERCENT OVER THE PRIOR YEAR AND WOMEN TWELVE POINT EIGHTEEN PERCENT.

AND SELECTION FOR PEOPLE OF COLOR AMONG RESEARCH FACULTY ALSO INCREASED TEN POINT NINE ONE PERCENT THIS PAST YEAR.

IN ADDITION, THE PROVOST OFFICE LAST WEEK SENT REQUESTS FOR APPLICATIONS RELATED TO THE REALLOCATION OF OPEN FACULTY LINES TO FUND HIRES THAT BROADLY SUPPORT DIVERSITY AND INCLUSION. AND MEANWHILE, HUMAN RESOURCES HAS STARTED EVALUATING MINIMUM AND PREFERRED QUALIFICATIONS FOR STAFF SEARCHES TO ENSURE THAT QUALIFICATIONS REFLECT TRUE COMPETENCIES FOR POSITIONS.

AND H.R. HAS ALSO IMPLEMENTED A SERIES OF MEASURES TO INCREASE DIVERSITY AND ADDRESS SYSTEMIC BIAS AT ALL STRATEGIC POINTS OF THE SEARCH AND THE HIRING PROCESSES.

OUR SECOND ACTION IS TO UPDATE AND ENHANCE OUR STUDENT RECRUITMENT AND RETENTION POLICIES AND PRACTICES.

THIS YEAR, AS YOU KNOW, THE CU BOULDER CAMPUS, LIKE MOST OF OUR CAMPUSES AROUND THE STATE AND ACTUALLY AROUND THE COUNTRY, WILL NOT BE REQUIRING THE SAT OR THE ACT FOR INCOMING STUDENTS. WHILE THE GENERAL ASSEMBLY HAS NOT YET MADE THIS CHANGE PERMANENT, IT IS SOMETHING WE WOULD SUPPORT FOR FUTURE YEARS.

THE APPLICATION FOR ADMISSIONS FOR TWENTY TWENTY ONE WILL GO LIVE ON, WELL, ACTUALLY, IT WENT LIVE ON THIS PAST AUGUST 1ST AND THE OFFICE OF ADMISSIONS WILL CONTINUE TO MAIL MATERIALS AND COMMUNICATE DILIGENTLY WITH STUDENTS AND THEIR FAMILIES AS PART OF OUR COMMITMENT TO RECRUIT FROM A WIDE VARIETY OF HIGH SCHOOLS THAT SUPPORT COMMUNITIES OF COLOR. THE THIRD ACTION POINT IS TO IMPLEMENT MANDATORY BYSTANDER TRAINING FOR FACULTY, STAFF AND STUDENTS.

AND OVER THE PAST SEVERAL WEEKS, THE OFFICE OF INSTITUTIONAL EQUITY AND COMPLIANCE OIEC DEVELOPED MANDATORY ONLINE COMMUNITY EQUITY AND EFFECTIVE BYSTANDER INTERVENTION TRAINING FOR STUDENTS. FACULTY AND STAFF THAT WILL BE AVAILABLE BEFORE THE BEGINNING OF THE SEMESTER, IN ADDITION TO THOSE EFFORTS, THE CENTER FOR TEACHING AND LEARNING HAS DEVELOPED TRAINING SESSIONS AND INCLUSIVE PEDAGOGY FOCUSED ON MANAGING CLASSROOM CONVERSATIONS. AND THAT WILL LAUNCH ON AUGUST 19TH, AND IT HAS BEEN IMPLEMENTED ONLINE, A SELF-PACED COURSE THAT'S BEEN OFFERED SINCE EARLY JULY.

OUR FOURTH ACTION IS TO ENGAGE WITH THE CU SYSTEM AND CU STUDENT GOVERNMENT, CUSG AND EXAMINING OUR PROCUREMENT PRACTICES WITH COLORADO CORRECTIONAL INDUSTRIES.

WE SUPPORT THE SYSTEM ADMINISTRATION'S EFFORTS TO EXAMINE THIS RELATIONSHIP, AND WE LOOK FORWARD TO SEEING THE RECOMMENDATIONS BEFORE THE END OF AUGUST, THE FIFTH TO ACTION COMPLETE A REVIEW OF OUR CAMPUS POLICE POLICIES AND PROCEDURES TO ALIGN WITH BEST COMMUNITY AND CAMPUS PRACTICES, INCLUDING THE PROTECTIONS CONTAINED IN THE SENATE BILL 20

[01:10:02]

217.

OUR POLICE DEPARTMENT, CUBD IS UPDATING ITS POLICIES AND PROCEDURES TO FULLY COMPLIANT WITH SENATE BILL 17, BUT IT'S IMPORTANT THAT OUR POLICIES NOT JUST COMPLY WITH THE LAW AS THEY MUST ALSO REFLECT OUR VALUES.

AND SINCE ASSUMING HER ROLE AS TO YOU, POLICE CHIEF CAMERAS FOR ALL OFFICERS AND VEHICLE CAMERAS, THAT ACTUALLY WENT INTO EFFECT OVER THIS PAST WEEKEND. CHIEF J.

IS ALSO EVALUATING EXPANDED TRAINING FOR HER OFFICERS AND HAS PARTNERED WITH THE CENTER FOR POLICING EQUITY, A NATIONAL NONPROFIT, RESEARCH AND ACTION ORIENTED THINKING THAT WORKS TO REDUCE THE CAUSES OF RACIAL DISPARITIES IN LAW ENFORCEMENT THROUGH EVIDENCE BASED APPROACHES TO SOCIAL JUSTICE.

BASED IN LOS ANGELES, THE CENTER PARTNERS WITH LAW ENFORCEMENT AND COMMUNITIES TO BRIDGE THE DIVIDE OF COMMUNICATION, GENERATIONAL MISTRUST AND SUFFERING THROUGH SCIENCE THAT FOSTERS PUBLIC SAFETY, COMMUNITY TRUST AND RACIAL EQUITY.

ACTION ITEM NUMBER SIX TO CHARGE YOU BULGAR FACULTY WITH DEVELOPING A CU 101 ANTI-RACISM MODULE FOR FIRST YEAR STUDENTS THAT EXPLORES THE TOXICITY OF RACISM IN US HISTORY, US LIFE AND AT CU BOULDER AND DELVES INTO WAYS TO ACT AGAINST IT IN OUR DAILY LIVES ON AND OFF CAMPUS.

THIS SUMMER, THE CENTER FOR INCLUSION AND SOCIAL CHANGE, OUR ASSISTANT VICE CHANCELLOR FOR INCLUSION AND STUDENT ACHIEVEMENT, WORKING GROUP TO DEVELOP AN ANTI-RACISM MODULE FOR FIRST YEAR STUDENTS DURING NEW STUDENT ORIENTATION AND THROUGHOUT THE FALL SEMESTER.

MODULE TO ENSURE THE COURSE CONTENT RESONATES WITH STUDENTS.

WE WILL BE ADVANCING THIS WORK OVER THE NEXT SEVERAL WEEKS AND INCORPORATING IT INTO OUR LEARNING APPROACHES.

ACTION SEVEN IS TO CONTINUE ENGAGEMENT BETWEEN CU POLICE DEPARTMENT, CUSG, OUR GRADUATE AND PROFESSIONAL STUDENT GOVERNMENT THAT WAS FORMERLY THE UNITED GOVERNMENT OF GRADUATE STUDENTS AND STUDENT ORGANIZATIONS OF COLOR TO IMPROVE MUTUAL UNDERSTANDING AND LAW ENFORCEMENT, TRANSPARENCY AND ACCOUNTABILITY TO THE CAMPUS.

CU BOULDER POLICE CHIEF JOE CHRIS CONTINUES TO MEET WITH CUSG LEADERS AND OTHER STUDENTS, AS WELL AS OUR BOULDER POLICE CHIEF M.

HAROLD, TO STRENGTHEN RELATIONSHIPS.

THE MOST RECENT OF THOSE MEETINGS TOOK PLACE LAST FRIDAY AND INVOLVED THE CUSG EXECUTIVES, CUSG APPELLATE COURT, CUSG LEGISLATIVE COUNCIL, THE BLACK STUDENT ALLIANCE AND THE CULTURAL EVENTS BOARD, AND OUR CHIEF COMMITTED TO MEETINGS DURING THE SEMESTER WITH BOULDER POLICE DEPARTMENT AND CUPD TO DISCUSS RACE RELATIONS AND LAW ENFORCEMENT AND POSSIBLE PROCEDURAL OR OPERATIONAL CHANGES.

SHE COMMITTED TO GREATER DATA TRANSPARENCY, STATISTICS ON BIAS BASED PROFILING, COMPLAINTS, RESPONSES TO RESISTANCE AND LIST OF DISQUALIFIERS FOR HIRING COMMISSION PERSONNEL AT CU UPDATE.

SHE ALSO COMMITTED TO TRAINING FOR NEWLY HIRED OFFICERS ABOUT CUSG AND STUDENT ORGANIZATIONS, AND SHE IS POSTING INFORMATION ON THE CUPD WEBSITE ABOUT THE HIRING PROCESS AND THE USE OF PSYCHOLOGICAL EXAMS, POLYGRAPHS, DRUG SCREEN, ORAL BOARDS AND BACKGROUND CHECKS.

AND FINALLY, WITH ACTION ITEM EIGHT TO FORM THE COUNCIL FOR COMMUNITY AND INCLUSION RECOMMENDED IN THE IDEAL PLAN AND BEGIN IMPLEMENTATION OF THE IDEA PLAN, THE IDEA PLAN REFERS TO INCLUSION, DIVERSITY AND EXCELLENCE IN ACADEMICS.

AND THAT PLAN UNDERPINS WHAT WILL CARRY THE CAMPUS FORWARD AS IT CONTINUES ITS COLLECTIVE WORK OF BUILDING A MORE DIVERSE AND INCLUSIVE CAMPUS.

THE IDEA PLAN RECOGNIZES THAT THESE EIGHT ACTION ITEMS ARE A START TO OUR CAMPUS TRANSFORMATION, BUT THEY ARE NOT THE ENDING POINT.

[01:15:02]

AND I ACCEPTED THE IDEA PLAN LAST FALL TO GUIDE OUR EFFORTS, WHICH ARE BASED UPON THREE KEY AREAS CLIMATE, INFRASTRUCTURE AND LEADERSHIP.

I'VE APPROVED THE MEMBERSHIP OF THE COUNCIL FOR COMMUNITY AND INCLUSION AND WE'LL BE RECEIVING REGULAR REPORTS ABOUT ITS PROGRESS.

IN CONCLUSION, I'M ENCOURAGED BY THE MOMENTUM WE'VE GENERATED OVER THE PAST FEW WEEKS, BUT WE WILL NEED TO DO MORE.

OUR COMMUNITY IS ENGAGED AND HAVE HIGH EXPECTATIONS FOR US TO MEET.

THE TIME IS RIGHT FOR US TO MAKE CU BOULDER, A BETTER, MORE EQUITABLE, MORE INCLUSIVE CAMPUS FOR ALL OF OUR FACULTY, OUR STUDENTS AND OUR STAFF.

THANK YOU.

PHIL, THANK YOU VERY MUCH AND THANK YOU TO ALL OF OUR CHANCELLORS.

PRESIDENT KENNEDY AND CHIEF DIVERSITY OFFERED OFFICER THEODOSIA WHERE WE HAVE THE BENEFIT OF ABOUT 10, 12 MINUTES OR SO BEFORE WE GO INTO REGENTS DISCUSSION.

AND SO AT THIS POINT, I'D LIKE TO SEE IF ANYONE HAS ANY QUESTIONS TO ASK OF PRESIDENT KENNEDY, OF OUR CHANCELLORS OR OF THEODOSIA BEFORE WE START OUR DISCUSSIONS.

SURE, I HAVE A QUESTION. OK, JUMP IN.

SO I UNDERSTAND MUCH OF THIS DISCUSSION WAS PROMPTED BY A DRAFT OF A PARTICULAR RESOLUTION AND RECENT EVENTS IN OUR NATION.

BUT I THINK IT'S IMPORTANT UNDERSCORE THAT WE HAVE TO CONTINUE TO FOCUS ON ALL KINDS OF DIVERSITY, NOT JUST ONE ASPECT OF DIVERSITY.

SO WHEN I HEARD COMMENTS EARLIER, I THINK BY THEODOSIA AND MICHELLE MARX, THAT EXAMINING HIRING PRACTICES AMONG FACULTY IN PARTICULAR, THERE WERE WORDS LIKE TOKENIZATION USED AND AND THE FACT THAT THERE'S NOT INCLUSIVITY ON CAMPUSES.

AND I AGREE THAT'S THE CASE IN A VARIETY OF WAYS, INCLUDING WITH REGARD TO IDEOLOGICAL IMBALANCE. SO I'M CURIOUS, IS THAT GOING TO BE PART OF THE ANALYSIS WHEN YOU LOOK AT FACULTY HIRING AND RETENTION, OR ARE WE GOING TO CONTINUE TO PAY LIP SERVICE TO THAT TOPIC.

. AS A RESULT, THAT EVALUATION CANNOT HAPPEN.

WE DO NOT ASK PEOPLE ABOUT THEIR IDEOLOGIES WHEN THEY ARE HIRED, WHEN THEY'RE APPLYING AND OR WHEN TAKING AND PROMOTION.

WHAT WE WILL USE IS THE DATA THAT IS PRESENT TO EVALUATE HOW FAIR HIRING PRACTICES ARE BEING USED AT INSTITUTION.

ONE REAL QUICK RESPONSE, IF I MAY.

WHAT I WOULD SUGGEST, I'M WELL AWARE THAT THE LAW DOESN'T ALLOW YOU TO ASK CERTAIN QUESTIONS, BUT THERE ARE CERTAIN CORE COMPETENCIES, AND I'M SURE MICHAEL CAN SPEAK ON THIS AT SOME POINT LATER THAT ARE MISSING FROM FACULTY TEACHING.

AND THERE ARE CERTAIN CORE COMPETENCIES LIKE, FOR INSTANCE, OFF THE TOP OF MY HEAD, SAY, A TEXTUALIST APPROACH TO THE CONSTITUTION.

YOU CAN ABSOLUTELY LOOK TO HIRE FACULTY WHO FOCUS ON THOSE CERTAIN TYPES OF COMPETENCIES THAT GENERALLY LEAD TO OFFERING A PERSPECTIVE ON CAMPUS THAT IS RARELY, IF EVER HEARD.

SO I WOULD JUST ENCOURAGE YOU TO THINK IN THOSE TERMS AS WELL, BECAUSE I THINK I DON'T THINK THAT'S IMPORTANT. I RECOGNIZE THAT'S IMPORTANT.

AND A LOT OF TAXPAYERS DO AS WELL.

CHANCE, I HEARD YOU ASK YOUR QUESTION, WERE YOU ALSO ASKING THE QUESTION OF OUR CHANCELLOR OR WAS THAT A QUESTION JUST FOR THEODOSIA TO ANSWER? I WANT TO GIVE YOU THAT CHANCE BEFORE I MOVED ON.

IT WAS FOR ANYONE WHO WANTED TO RESPOND.

AND I JUST WANT TO OFFER FEEDBACK AND A WAY TO THINK ABOUT THIS DIFFERENTLY.

I'LL LEAVE IT THERE. SO IF I COULD CHIME IN ON REGENT HILL'S QUESTION AND THEN OFFER THE OPPORTUNITY TO MAYBE START THE DISCUSSION WHEN WE GET TO THAT POINT, I'D LIKE THE OPPORTUNITY TO DO THAT SINCE WE ARE-- I JUST WANT TO MAKE IT CLEAR THAT THERE WAS NOBODY ELSE WHO WANTED TO ANSWER THAT, THAT THEY HAD THAT OPPORTUNITY.

TO REGENT HILLS POINT, ONE THING THAT WE HAVE SEEN A LOT OF IN THE IN THE LITERATURE AROUND FACULTY HIRING PRACTICES OF THOSE FACULTY MEMBERS THAT THEY GET TENURED POSITIONS ARE ACTUALLY COMING FROM A REALLY SMALL HANDFUL OF ELITE INSTITUTIONS ACROSS OUR COUNTRY. AND I WONDER TO WHAT EXTENT, YOU KNOW, AS WE EXAMINE OUR FACULTY HIRING PRACTICES THAT WE COULD LOOK AT, WHERE ARE FACULTY COMING FROM? AND DO WE HAVE ENOUGH DIVERSITY IN REPRESENTATION WITH RESPECT TO THE ENTIRE SWATH OF GRADUATE PROGRAMS IN THE COUNTRY WHEN WE MAKE THOSE OFFERS FOR TENURE TRACK POSITIONS.

[01:20:02]

I THINK THAT GOES HAND IN HAND TO SOME EXTENT WITH WHAT REGENT HILL AND OTHERS HAVE CALLED FOR WITH RESPECT TO INTELLECTUAL DIVERSITY ON OUR CAMPUSES.

REGENT KROLL, IF I MAY ADDRESS THAT, I WAS TALKING ABOUT WHAT H.R.

IS DOING WITH OUR FACULTY SEARCH COMMITTEES, THAT'S EXACTLY ONE OF THE POINTS THAT WE'RE TAKING A LOOK AT. BECAUSE, YOU KNOW, WHAT WE TEND TO DO, AND YOU'RE CORRECT, IS, YOU KNOW, HIRE INDIVIDUALS FROM INSTITUTIONS SIMILAR TO OUR INSTITUTIONS AND, YOU KNOW, LOOKING TOWARD A NEW PUBLIC OR PRIVATE INSTITUTIONS THROUGH THIS TRAINING, WE'RE REALLY LOOKING AT DIFFERENT WAYS OF RECRUITING FROM A VARIETY OF INSTITUTIONS.

AND SIMILARLY, THE PIPELINE IS IS SOMETHING THAT'S SO IMPORTANT OF GRADUATE STUDENTS GOING THROUGH AND GETTING A DOCTORATE.

AND ONE OF THE THINGS WE'RE LOOKING AT, AGAIN, NOT JUST ON OUR CAMPUS, BUT NATIONALLY IS, YOU KNOW, HOW VALID IS, LET'S SAY, THE GRADUATE RECORD EXAM, THE GRE IN RECRUITING GRADUATE STUDENTS.

ONE OF THE WAYS OF POSSIBLY INCREASING THAT PIPELINE FOR ALL KINDS OF STUDENTS AND CASTING THAT WIDER NET IS TO LOOK AT SOME OF THE BARRIERS THAT EXIST RIGHT NOW.

HI, GUYS, CAN I ASK A QUESTION REAL QUICK? AND IT'S MORE OF A COMMENT, PATRICK, I DON'T KNOW IF YOU'RE GOING TO BE INVOLVED IN OUR DISCUSSION, BUT YOU AND I HAVE TALKED A LOT ABOUT THE HIRING QUESTIONS THAT YOU CAN ASK AROUND AND THERE WAS QUITE A BIT OF MISUNDERSTANDING AROUND WHAT YOU COULD OR COULDN'T ASK.

AND MAYBE THAT COULD BE PART OF OUR DISCUSSION LATER.

BUT I THINK IT WOULD BE ENLIGHTENING FOR YOU TO FILL PEOPLE IN ON KIND OF WHERE WE LANDED AND THE DISCUSSIONS WITH THE DEPARTMENT OF JUSTICE, OR I'M NOT SURE WHICH DEPARTMENT IT WAS, BUT AROUND THAT ISSUE.

SO I'D BE HAPPY TO WEIGH IN AT AN APPROPRIATE TIME, IF ANYBODY WANTS ME TO DO SO BASED ON PRIOR ADVICE THAT WE'VE TALKED ABOUT.

I'D LIKE YOU TO WEIGH IN.

OK, SO THE KEY HERE IS THAT THEODOSIA WAS ABSOLUTELY CORRECT, WE DO NOT DO ANY OF THE TRACKING OF PEOPLE'S POLITICAL PHILOSOPHIES, IDEOLOGICAL PHILOSOPHIES AS PART OF OUR HIRING METRICS, AND THAT WOULD NOT BE AN APPROPRIATE BASIS FOR US TO BE ABLE TO MAKE DECISIONS ON HIRING.

BUT AS YOU SAW WITHIN THE COURSE OF THE SURVEYS THAT WE'VE CONDUCTED, WE HAVE BEEN ABLE TO ASK QUESTIONS FOR PEOPLE TO VOLUNTARILY BE ABLE TO PROVIDE THAT INFORMATION SO THAT WE CAN LOOK AND SEE WHETHER OR NOT THERE ARE DIFFERENT TYPES OF DIVERSITY OF THOUGHT THAT ARE REPRESENTED WITHIN THE COMMUNITY.

THE OTHER THING THAT CHANCE POINTED OUT, AND IT'S TRUE, IS THAT THERE ARE CERTAIN SCHOOLS OF THOUGHT THAT ARE MORE CLOSELY LINKED TO DIVERSITY OF THOUGHT THROUGHOUT THE UNIVERSITY. AND THE DECISION ABOUT WHETHER OR NOT TO BE ABLE TO USE AND RECRUIT IN THOSE AREAS IS A PEDAGOGICAL DECISION.

LIKE, IF THERE WAS, FOR EXAMPLE, THE NEED TO BE ABLE TO LOOK FOR TEXTUALIST TO BE ABLE TO TEACH CONSTITUTIONAL LAW, ONE OF THE THINGS WE'VE TALKED ABOUT OVER TIME IS BEING ABLE TO THINK DIFFERENTLY ABOUT OUR RECRUITING STRATEGIES, TO BE ABLE TO LOOK AT WHERE WE'RE PLACING ADVERTISEMENTS, FOR EXAMPLE, AND TO REACH OUT TO DIFFERENT GROUPS THAT MIGHT ORDINARILY NOT BE REACHED IN OUR RECRUITING PROCESSES IN ORDER TO BE ABLE TO FIND SCHOLARS WHO HAD EXPERTISE IN THAT AREA.

AND SO THAT IS SOMETHING THAT I'D BE HAPPY TO SHARE THE CONVERSATIONS WE'VE HAD IN THAT REGARD PREVIOUSLY WITH THE THEODOSIA AND JOSE TO HELP US STAY WITHIN THE BOUNDARIES OF WHAT WE CAN DO LEGALLY, BUT ALSO TO RECOGNIZE THAT'S AN ONGOING ISSUE WHERE THERE'S BEEN CONCERN. THANK YOU.

SUE, YOU'RE ON MUTE. SORRY ABOUT THAT.

SO WE HAVE A QUESTION FROM RYAN FROM STAFF COUNCIL AND PLEASE, RYAN, GO AHEAD AND ASK YOUR QUESTION. AFTERNOON, REGENTS.

THANKS FOR THE OPPORTUNITY TO CHIME IN.

I REALIZE THIS IS LARGELY AN OPPORTUNITY FOR YOU ALL TO ASK QUESTIONS.

WANTED TO INCLUDE THIS, THOUGH, FOR YOUR CONSIDERATION.

[01:25:03]

IN WHAT WAYS? ARE CAMPUSES MEASURING WHETHER OR NOT THERE'S A DISPROPORTIONATE IMPACT OF FURLOUGHS AND LAYOFFS ON MINORITY STAFF AT C.U.

AND WHAT MEASURES MIGHT BE IN PLACE, IF ANY, TO ENSURE ADVERSE IMPACT ON THESE GROUPS IS MITIGATED AND HOPEFULLY REVERSED AT A TIME APPROPRIATE TO BRING THOSE STAFF BACK TO WORK.

ALL RIGHT, I WANT TO THANK YOU FOR YOUR QUESTION.

I CAN TELL YOU THAT WE HAVE BEEN LOOKING INTO THAT THE CFO AND H.R.

DEPARTMENTS ARE HAVING CONVERSATIONS.

THAT ANALYSIS IS NOT FINISHED YET, BUT THEY'RE LOOKING AT IT.

AND I WILL ALSO TAKE THAT UNDER ADVISEMENT.

I HAVE BEEN GATHERING ALL OF THAT INFORMATION FROM THE CAMPUSES, BUT I HAVE NOT REVIEW THAT HONESTLY WITH THAT LENS.

SO I CERTAINLY WILL TAKE THAT BACK THE CFOS AND THE H.R.

PRACTITIONERS, SO THAT WE MAKE SURE WE REVIEW THAT FOR ANY POTENTIAL ADVERSE ACTION.

THANK YOU.

THANK YOU, THEODOSIA, AND THANK YOU, CATHY.

RYAN, I HAVE NOT HEARD THAT ON OUR CAMPUS FORMAL PEOPLE WHO ARE MAKING SIXTY THOUSAND OR LESS, FOUR POINT SIX PERCENT FURLOUGH ACROSS THE BOARD SO I WILL CHECK WITH OTHER HR OFFICE AS WELL BUT THANK YOU FOR YOUR QUESTION.

OK, WE HAVE ABOUT ONE MORE MINUTE BEFORE WE GO IN TO TIME FOR THE REGENTS DISCUSSION.

ARE THERE ANY MORE QUESTIONS AT THIS POINT FOR OUR CHANCELLORS, VPS OR FOR THEODOSIA? I HAVE A QUICK QUESTION FOR CHANCELLOR MARX, I'M INTERESTED IN THE ADVISORY BOARD THAT WILL BE SET UP ACROSS THE I'M HEARING THAT THERE'S SIMILAR INTEREST ON THE BOULDER CAMPUS.

CAN YOU TALK A LITTLE BIT MORE ABOUT THAT, PLEASE? YES, THIS WAS IN RESPONSE TO QUESTIONS AND CONCERNS ABOUT POLICING; I'M NOT SURE THAT THEY WERE SPECIFIC PER SAY TO THE AURARIA POLICE FORCE ITSELF, BUT REPRESENTATIVE OF THE CONVERSATION THAT'S HAPPENING IN OUR NATION RIGHT NOW.

AND AGAIN, THERE WERE LETTERS AND DEMAND STATEMENTS AROUND DIVESTING FROM THE POLICE.

THE LEADER, COLLEEN WALKER, WHO'S LEADING AHAC IN THE THREE CHANCELLORS THAT SUPPORT THE THAT THAT LEAD THE INSTITUTIONS ON THE CAMPUS HAD A CONVERSATION.

WE THOUGHT A VERY PRODUCTIVE WAY OF APPROACHING THIS IS TO FORM AN ADVISORY BOARD THAT WOULD BE REPRESENTED BY OUR FACULTY, STAFF AND STUDENTS ACROSS OUR THREE CAMPUSES, AS WELL AS OTHERS IN THE COMMUNITY THAT SHARE THAT CAMPUS.

THERE ARE A COUPLE OF CHURCHES ON THAT CAMPUS AND SOME OTHER COMMUNITIES.

SO WE'VE ACTUALLY NOMINATED WE'VE ASSEMBLED A LAUNCH COMMITTEE THAT HAS REPRESENTATION FROM EACH OF THE CAMPUSES, AS WELL AS THE POLICE CHIEF WHO'S WORKING AS A PART OF THIS BUT IS NOT THE LEADER OF THIS INITIATIVE.

IT'S VERY MUCH COMMUNITY ENGAGEMENT.

AND OUR HOPE IS TO STAND THAT THAT ADVISORY COMMITTEE WITH BEST PRACTICE AND NATIONAL BEST PRACTICES AND HAVE IT BEGIN IN THE FALL SEMESTER.

THANK YOU. THAT COULD BE POTENTIALLY A MODEL FOR OTHER CAMPUSES MOVING FORWARD.

OK, WELL, THANK YOU.

WE'RE GOING TO TRANSITION NOW INTO THE NEXT HALF HOUR FOR REGENTS TO HAVE DISCUSSION AND IT'LL BE KIND OF A BACK AND FORTH SINCE THIS IS OUR TWO COMMITTEES, THE UNIVERSITY AFFAIRS COMMITTEE AND THE GOVERNANCE COMMITTEE.

SO LESLEY AND I WILL KIND OF GO BACK AND FORTH.

I'LL BE GIVING COMMITTEE MEMBERS FROM UNIVERSITY AFFAIRS.

I'LL GIVE ONE A OPPORTUNITY TO ASK A QUESTION OR HAVE A DISCUSSION, AND THEN LESLEY WILL THEN GO TO GOVERNANCE.

SO WE'LL BE GOING BACK AND FORTH OVER THE NEXT HALF HOUR.

AND SO WE'RE GOING TO START WITH UNIVERSITY AFFAIRS.

BUT WHAT I WOULD LIKE TO DO FIRST IS TO START OFF WITH THE VICE CHAIR OF UNIVERSITY AFFAIRS, JACK KROLL, AND GIVE JACK AN OPPORTUNITY TO MAKE COMMENTS.

JACK, WOULD YOU LIKE TO GO AHEAD AND GET STARTED? YES, THANK YOU.

THANK YOU, CHAIR SHARKEY, AND THANKS TO EVERYONE HERE FOR TAKING THE TIME TO DISCUSS THE

[01:30:02]

RESOLUTION I BROUGHT FORWARD AT OUR JULY MEETING.

MY MOTIVATION FOR BRINGING THE RESOLUTION FORWARD IS THAT, QUITE FRANKLY, WE HEAR HERE, AT CU ARE STARING DOWN A WAVE OF CHANGE, A BROADER SWATH OF SOCIETY THAN EVER BEFORE IN OUR LIFETIME, IN MY LIFETIME HAS WOKEN UP.

AND IN THAT AWAKENING, WE'VE COME TO REALIZE THAT INSTITUTIONS LIKE OURS DO A GREAT DEAL MORE TALKING ABOUT THESE ISSUES OF SOCIAL JUSTICE, DIVERSITY, EQUITY, INCLUSION THAN WE DO ACTING. ALTHOUGH THE COMMENTS TODAY GIVE ME A LOT OF FAITH THAT WE ARE DOING ALL WE CAN TO RIDE THIS WAVE OF CHANGE AND TO CAPTURE THE POWER THAT IS BEING BROUGHT ABOUT BY IT. NEVER BEFORE HAS THE INSTITUTION FACED MORE UNCERTAINTY, BUT THE REALITY IS THAT THE FUTURE FOR US, ONE THING THAT IS CERTAIN IS THAT THE WORLD WILL BECOME MUCH MORE DIVERSE AND IT ALREADY IS BECOMING MUCH MORE DIVERSE.

I BELIEVE WE ARE AT OUR BEST WHEN WE EDUCATE THOSE BRIGHT YOUNG MINDS WHO MIGHT NOT OTHERWISE OBTAIN AN EDUCATION.

AND ALL TOO OFTEN IN OUR WORLD, THE MINDS THAT GET LEFT BEHIND BELONG TO THOSE WHO DO NOT LOOK LIKE ME IN OR DID NOT HAVE THE PRIVILEGE OF GROWING UP IN A WHITE MIDDLE CLASS FAMILY. AS I DID THE HELP FROM OUR COMMUNITIES OF COLOR, OUR LGBTQ COMMUNITIES, OUR RURAL TOWNS AND OUR LOW INCOME FAMILIES.

AND AS WE HAVE OUR CONVERSATIONS GOING FORWARD AND IN THE COMING MONTHS, EVERY ALL OF US HERE TO ASK HOW MUCH HUMAN POTENTIAL HAVE WE SQUANDERED TODAY BY SIMPLY NOT DOING THE MOST HUMANE THING WE CAN POSSIBLY DO, WHICH IS TO MAKE EVERYONE FEEL WELCOME IN OUR COMMUNITY. HOW MANY MINDS HAVE WE KEPT IN THE DARK? IN ASKING THESE QUESTIONS? I'M REMINDED OF GEORGE IF THE LIGHT OF CU SHINES NOT IN YOU AND FROM YOU, HOW GREAT IS ITS DARKNESS? AND SADLY, I CAN SAY THAT WE HAVE NOT LIT ENOUGH OF THE LIGHT OF CU IN OUR COMMUNITIES, IN OUR LGBTQ COMMUNITIES AND IN OUR LOW INCOME COMMUNITIES AS WELL AS OUR RURAL ONES. WE SIMPLY MUST DO BETTER.

IN FACT, ALL OF HIGHER EDUCATION MUST DO BETTER.

TWENTY SEVENTEEN MARKED THE FIRST YEAR PUBLIC UNIVERSITIES NATIONWIDE RECEIVED MORE FUNDING FROM TUITION DOLLARS THAN FROM STATE SUPPORT.

THE CONNECTION HERE IS THAT WHILE MANY HIGHER ED LEADERS LAMENT THE FACT THAT TOO FEW OF US LAMENT THIS FACT, TOO FEW OF US HAVE ACTUALLY STOPPED TO SELF REFLECT FOR FAR TOO LONG. WE AS AN INDUSTRY, WE AS A UNIVERSITY HAVE ACTIVELY AND WILLINGLY RESPONDED TO INCENTIVES THAT REWARDED US FOR KEEPING PEOPLE OUT INSTEAD OF LETTING THOSE PEOPLE IN AND LETTING EVERYBODY IN.

THE RESOLUTION I BROUGHT FORWARD REPRESENTED SMALL STEPS WE COULD TAKE AS A UNIVERSITY TO SPREAD THE LIGHT AT CU.

AND I WANT TO ABSOLUTELY COMMEND PRESIDENT KENNEDY AND THE ADMINISTRATION ON EACH OF OUR CAMPUSES FOR TAKING THE TIME TO PICK UP THE CALLS TO ACTION CONTAINED IN THE RESOLUTION AND CHAMPIONED OTHERS THAT WE DIDN'T LIST THERE.

I WANT TO THANK, TOO, MY COLLEAGUES ON THIS BOARD FOR TAKING THE TIME TO EDUCATE OURSELVES THROUGH CONVERSATIONS SUCH AS THIS AND MOVE FORWARD THE BOARD AND THE UNIVERSITY IN IMPROVING OUR DEI.

THE ISSUE AND ISSUES CONTAINED IN THE RESOLUTION ARE NOT GOING AWAY.

BUT TO ME PERSONALLY, I WANT TO MOVE FORWARD IN THE SPIRIT OF COLLABORATION.

AND SO I'M NOT GOING TO ASK THIS BOARD TO TAKE UP THE RESOLUTION AGAIN THIS FALL.

I HOPE THAT THROUGH OUR CONTINUED CONVERSATIONS, OUR ENLIGHTENMENT AND OUR SHARED ENLIGHTENMENT, WE CAN ALL COME TOGETHER ON A PATH FORWARD THAT SEES CU LIVE UP TO ITS IDEALS.

I THINK, TOO--REGENT SHARKEY, IF I COULD BE PERMITTED JUST A COUPLE MORE MOMENTS HERE- AS WE PUSH AHEAD, WE'RE GOING TO NEED TO PICK UP NEW ISSUES THAT COME UP IN ONE PARTICULARLY TIMELY ONE. I'D LIKE TO ASK THIS BOARD AND THE CAMPUSES TO CONSIDER, PARTICULARLY THE BOULDER CAMPUS, IS THAT OF THE PAC 12 FOOTBALL UNITY DEMANDS.

SEVERAL YEARS AGO, REGENTS SHOEMAKER AND I BECAME THE FIRST TO REGENTS AT A POWER FIVE INSTITUTION TO TO COME OUT AND PUBLICLY QUESTION THE ROLE FOOTBALL PLAYS IN OUR INSTITUTION, AS WELL AS THE ECONOMIC AND SOCIAL JUSTICE CHALLENGES THE ALL-AMERICAN COLLEGIATE GAME FACES.

AND THERE IS THESE QUESTIONS AGAIN FOR OUR CONSIDERATION AS PART OF OUR CALL TO TO SHARE IN THE RECOGNITION THAT BLACK LIVES MATTE.

WILL WE PUT THE MONEY BEFORE ARE THE HEALTH OF OUR UNPAID STUDENT ATHLETES.

WILL WE FORGET THAT WITHOUT THEM THERE IS NO GAME? AND MOST IMPORTANTLY, WILL WE CONTINUE TO EXPLOIT BLACK BODIES FOR HUNDREDS OF MILLIONS OF DOLLARS IN REVENUE THAT WE TURN AROUND AND SPEND ON MOSTLY WHITE ATHLETES, COACHES, ADMINISTRATORS AND STUDENTS? ARE WE OK WITH THAT? AND WHAT DOES THAT SAY ABOUT US AS AN INSTITUTION AND HOW WILL HISTORY REMEMBER US? BUT NEEDLESS TO SAY, I'M UNITED WITH OUR STUDENTS ON THIS ISSUE.

I'M UNITED WITH THOSE WHO CALL TO DIVERSIFY CU, BUT AS WE MOVE FORWARD, THOSE OF US WHO ARE IN THIS CAUSE TOGETHER, WE REALLY HAVE TO RESIST THE URGE--

[01:35:02]

I'M GOING TO STOP YOU FOR A MOMENT BECAUSE WE'VE GOT TWENTY THREE MINUTES LEFT AND SEVEN MINUTES HAVE BEEN YOURS.

AND I DO WANT TO MAKE SURE THAT OUR REMAINING COMMITTEE MEMBERS HAVE AN OPPORTUNITY TO WEIGH IN IN THE NEXT.

TWENTY TWO MINUTES NOW.

THANK YOU. ALL RIGHT.

WELL, I WILL CONCLUDE SIMPLY BY SHARING THE QUOTE FROM ONE OF REGENT CARSON'S MOST ADMIRED AMERICAN PATRIOTS AND ONE WHO I HOPE IS THE SUBJECT OF MANY CIVICS COURSES THIS FALL. AND THAT'S REVEREND DR.

MARTIN LUTHER KING JR., WHO STATED THAT THE ARC OF THE MORAL UNIVERSE IS LONG, BUT IT BENDS TOWARDS JUSTICE.

WE MUST NOT THROW AWAY OUR SHOT TO BEND THAT ARC.

THANK YOU. THANKS, JACK.

THANK YOU, REGEN KROLL, ALL VERY WELL SAID AND THOUGHTFUL LIKE ALWAYS.

NOW, I WOULD LIKE TO OPEN IT UP TO MY COMMITTEE MEMBERS.

I DON'T KNOW, IS JOHN CARSON ON.

HE DIDN'T GET A CHANCE TO INTRODUCE HIMSELF, SO I WANTED HIM TO HAVE FIRST CRACK IF HE'S ON. SOUNDS LIKE HE'S NOT.

SO HEIDI, YOU GOT A CHANCE TO ASK A QUESTION.

SO LET'S START WITH IRENE, SINCE SHE HASN'T HAD A CHANCE TO SAY ANYTHING YET TODAY.

THANK YOU. FIRST OF ALL, I WANTED TO THANK VERY MUCH THE OUR LEADERSHIP FOR THEIR PRESENTATION TODAY. BUT AS WE KNOW.

AND I WANT TO THANK SO MUCH THE VOICES OF OUR COMMUNITY, BECAUSE IT'S BECAUSE OF THE VOICES OF THE COMMUNITY THAT I BELIEVE WE ARE HERE.

MANY OF THE QUESTIONS ON DIVERSITY WE HAVE ASKED FOR YEARS.

WE HAVEN'T HIRED A DIVERSITY LEADER TO HELP US, EVEN THOUGH THAT WAS APPROVED SEVERAL YEARS AGO BY THE BOARD. BUT THE VOICES OF THE PROTESTERS, THE STUDENTS, THE FACULTY, THE STAFF IN THE VOICE OF THIS BOARD, I THINK HAVE BEEN HEARD.

AND I APPRECIATED THE INFORMATION THAT WAS SHARED TO US BY MARK KENNEDY AND THE CHANCELLORS AND THEODOSIA.

MY QUESTION IS, IS THAT THERE WAS A LOT THAT WAS SHARED IN TERMS OF WHAT HAS BEEN HAPPENING ON CAMPUSES AND IN THE SYSTEM AND WHAT ARE SOME OF THEIR BEST HOPES OF WHAT THEY WANT TO BE DOING HERE FROM HERE ON OUT.

AND THE RESOLUTION ADDRESSED A LOT OF THOSE ISSUES.

AND SO MY QUESTION IS, HOW ARE WE GOING TO BE ACCOUNTABLE? I MEAN, I'VE HEARD THIS BEFORE THAT WE SAID WE'RE DOING ALL THESE THINGS AND WE'RE GOING TO DO THEM, AND I THINK PEOPLE HAVE DONE THOSE THINGS IN GOOD CONSCIENCE WITH GOOD, GOOD INTENTIONS. BUT I THINK IT'S ALSO THE BOARD'S ROLE TO ENSURE THAT THERE IS ACCOUNTABILITY AND AND WHAT HAPPENS IN OUR COMMUNITY AND HOW WE IMPLEMENT AND SUPPORT THE INITIATIVES THAT ARE THAT THE PRESIDENT AND THE CHANCELLORS HAVE SHARED WITH US TODAY.

AND SO I'D LIKE TO AT LEAST ASK THAT QUESTION, IF NOT TODAY.

SOMETHING FOR US TO THINK ABOUT IN THE FUTURE IS THAT ROLE AND ACCOUNTABILITY SO THAT WHAT WE'VE BEEN DISCUSSING TODAY ISN'T DROPPED, AND WE, YOU KNOW, PICK IT UP FIVE YEARS FROM NOW AND SAY, WHERE HAVE WE BEEN? SO I DON'T KNOW IF THAT'S A METRIC OR WHATEVER.

AND I ALSO WANT TO JUST SHARE THAT, YOU KNOW, I TOO, BELIEVE IN THE VIEWPOINTS IN DIVERSITY AND VIEWPOINTS IN DIVERSITY TO ME MEANS IS REALLY LISTENING TO ALL VIEWPOINTS OF ALL PEOPLE.

AND WE HAVE HEARD STRONGLY FROM THE VIEWPOINTS OF, YOU KNOW, MILLIONS OF PEOPLE IN OUR IN THE UNITED STATES, IN THE WORLD.

WE'VE HEARD VOICES OF STUDENTS, FACULTY AND STAFF.

WE'VE HEARD OUR OWN VOICES.

AND I THINK IT'S IMPORTANT FOR US TO BE ABLE TO KEEP ALL THOSE VOICES IN MIND AS WE MOVE FORWARD. IT IS THE POWER OF THOSE VOICES THAT ARE GOING TO HELP US TO STAY ON THIS ROAD AND BE ACCOUNTABLE. SO MY QUESTION IS, LIKE I SAID, MAYBE NOT TODAY, PROBABLY BE ON OUR AGENDA IN THE FUTURE, IS HOW DO WE ENSURE ACCOUNTABILITY AND THAT THE INITIATIVES THAT HAVE BEEN DISCUSSED TODAY ARE IMPLEMENTED, HOW THEY ARE MEASURED AND HOW WE'RE GOING TO ENSURE THAT THEY GO THEY CONTINUE AND MAKE AND COME UP WITH RESULTS IN FUTURE.

THANK YOU, IRENE, GOOD QUESTIONS.

SUE, YOUR TURN.

OK, SO WE'VE HEARD FROM JACK AND CHANCE.

LINDA HAVEN'T HAD A CHANCE TO HEAR FROM YOU YET.

WHAT QUESTIONS OR COMMENTS MIGHT YOU HAVE?

[01:40:01]

I DO, THANK YOU VERY MUCH.

BEFORE I BEGIN, I WANT TO GIVE A BIG SHOUT OUT TO THE...

I WANT TO GIVE A BIG SHOUT OUT TO THE WATCH PARTY GUESTS WHO ARE JOINING OUR LIVE STREAM, I UNDERSTAND THERE ARE MAYBE ONE HUNDRED OR MORE OF YOU AND YOU ARE PUT TOGETHER BY DIVERSIFIES. SEE YOU NOW.

WE WELCOME YOUR PARTICIPATION NOW AND IN THE FUTURE.

THANK YOU. I ALSO WANT TO ACKNOWLEDGE THAT THE C.U.

CAMPUSES SIT ON THE TRADITIONAL TERRITORIES OF THE ARAPAHO, CHEYENNE AND NATIONS. I CAN'T REALLY HAVE ANY COMMENTS ON WHAT WE HEARD TODAY, BECAUSE WE DIDN'T RECEIVE ANY NOTIFICATION IN ADVANCE OF THESE MATERIALS, BUT WHAT I HAVE TO SAY IS WHAT IRENE SAID IS ACCOUNTABILITY AND WHAT MY MOTHER ALWAYS SAID TO ME AS A CHILD.

SHE SAID THE PROOF IS IN THE PUDDING.

WHENEVER I TOLD HER I WAS GOING TO BEHAVE.

THESE PROPOSALS THAT WE'VE HEARD FROM EACH CAMPUS ARE RECIPES AND WE'VE SEEN MANY DIVERSITY RECIPES IN THE PAST, NONE OF WHICH HAVE PRODUCED THE PUDDING THAT WE NEED.

IN FACT, THE BOULDER CAMPUS HAS FEWER BLACK PROFESSORS AND BLACK STUDENTS TODAY THAN IT DID 30 YEARS AGO.

AS FAR AS THE REASON WE'RE ALL HERE, REGENT CLOSED ANTI-RACISM RESOLUTION, I WOULD LIKE TO SEE IT STRENGTHENED.

AND IF WE EVER GET TO THE CHANCE OF DEBATING IT, I'LL HAVE SOME AMENDMENTS WHICH I'LL PASS ALONG TO JACK IF I AM OFF THE BOARD BEFORE THEN.

TODAY, I WANT TO TAKE THIS TIME TO THINK FOUR AMAZING STUDENTS ON THE BOULDER CAMPUS WHO HAVE MENTORED ME OVER THE PAST SIX WEEKS, HELPING ME UNDERSTAND WHY OUR BIPAC STUDENTS ARE SO ANGRY.

NOW BIPOC I'LL USE A LOT.

IT STANDS FOR BLACK INDIGENOUS PEOPLE OF COLOR.

BIPOC.

MY FIRST MENTOR IS HOLLY O., WHO FOUNDED DIVERSIFY CU NOW.

NOW, HOLLY IS A PHD STUDENT WHO IDENTIFIES AS MIXED RACE WITH INDIGENOUS HERITAGE.

SHE'S AN ACTIVIST WHO SAW A NEED AND MADE SOMETHING HAPPEN.

I AM SO PROUD THAT I WAS THE FIRST REGENT TO SIGN HER PETITION AND NOW IT HAS THREE THOUSAND PEOPLE WHO HAVE READ IT AND SIGNED IT.

HOLLY SAYS THAT HER GOAL IS TO SUPPORT AND AMPLIFY THE VOICES OF VARIOUS BIPAC ORGANIZATIONS IN ORDER TO MAKE SEE YOU ACTIVELY ANTI-RACIST, DIVERSIFY REPRESENTS NOT ONLY STUDENTS, BUT ALSO STAFF AND FACULTY ON ALL FOUR CAMPUSES.

MY SECOND MENTOR, HER NAME, THEIR NAME IS GWENDOLYN RAPKE.

GWENDOLYN IS A BLACK STUDENT LEADER OF THE ORGANIZATION THE RADICAL BIPOC WOMEN EX FEMME COLLECTIVE. I CALL THEM THE RADICAL FEMMES.

A GROUP OF WOMEN ACTS AND NON BINARY STUDENTS WHO HAVE PRODUCED TWO VERY IMPORTANT DOCUMENTS THAT WE NEED TO LOOK AT.

ONE IS AN ANTI-RACIST CREED, WHICH I BELIEVE SHOULD BE ADDED TO THE COLORADO CREED, A THREE POINT PLEDGE GUIDING STUDENT BEHAVIOR ON THE BOULDER CAMPUS.

THE OTHER IS A MORE EXPANSIVE EXPLANATION OF WHAT IT WOULD MEAN TO HAVE AN ANTI-RACIST CU. IT EXPLAINS HOW TO RECOGNIZE SYSTEMIC PREJUDICE AND HOW TO BE ACTIVELY ANTI-RACIST.

LASTLY, I WANT TO HIGHLIGHT RUTH W., PRESIDENT OF THE BLACK STUDENT ALLIANCE, AND OLIVIA GARDNER, WHO WAS PART OF BSA UNTIL A RECENT GRADUATION AND IS PROVIDING SOME TRANSITION SERVICES TO THE GROUP.

BSA, BLACK STUDENT ALLIANCE IS THE GROUP THAT REGENT LESLEY SMITH AND I STARTED MEETING WITH IN PERSON BEFORE COVID.

LAST FALL THE GROUP PRESENTED CHANCELLOR TO STEP IN OUT WITH A LIST OF DEMANDS.

HE RESPONDED WITH SOME VAGUE PLATITUDES.

ON JUNE 11TH, DISTENFANOO ASKED RUTH AND OLIVIA FOR UPDATED DEMANDS, AND ONE DAY LATER THEY PRODUCE THEM IN A TWO PAGE LETTER.

HOWEVER, HE HAS YET TO RESPOND.

ACTIONS ANNOUNCED TODAY BY DISTEFANO AND VC BOSWELL HAVEN'T YET BEEN DISCUSSED WITH BSA, TO MY KNOWLEDGE.

AND SO I NEED TO WAIT AND SEE BECAUSE, AS WE SAID, THE PROOF IS IN THE PUDDING.

[01:45:01]

SO THANK YOU TO THESE FOUR BRAVE BIPAC ACTIVISTS FOR LIGHTING MY WAY HERE TODAY.

AND IN CLOSING, I WANT TO REPEAT THE WORDS OF PROFESSOR IBRAM SELLER HOW TO BE AN ANTI-RACIST.

BECAUSE THERE IS SO MUCH CONFUSION ABOUT THAT WORD AND WHAT DOES IT MEAN? HE SAID, QUOTE, ONE EITHER ALLOWS RACIAL INEQUITIES TO PERSEVERE AS A RACIST OR CONFRONTS RACIAL INEQUITIES AS AN ANTI-RACIST, THERE IS NO IN-BETWEEN SAFE SPACE OF NOT RACIST.

THE CLAIM OF NOT RACIST NEUTRALITY IS A MASK FOR RACISM.

THANK YOU. THANK YOU, LINDA.

AND I ALSO APPRECIATED MEETING WITH ALL THOSE WOMEN THAT YOU MENTIONED.

GLEN, OUR CHAIR IS NOT ON ANY OF OUR COMMITTEES, BUT I WOULD LIKE TO GIVE HIM A CHANCE TO SPEAK IF HE WOULD LIKE TO.

WELL, GLEN, YOU'RE STILL ON MUTE.

I THINK YOU UNMUTED AND THEN YOU RE-MUTED RIGHT AWAY.

AM I OK NOW? YES.

I APPRECIATE THE THE TIME THAT WE'VE SPENT TODAY.

I HAVE HEARD SO MANY THINGS ON FROM CAMPUSES AND FROM PRESIDENT KENNEDY THAT MY HEAD'S SPINNING AT THIS PARTICULAR POINT.

AND I THINK THAT THE ROLE OF THIS PARTICULAR COMMITTEE IS TO TAKE THE INPUT FROM THE PEOPLE WHO ARE SPEAKING TODAY AND COME UP WITH A REPORT TO THE BOARD OF REGENTS AND IN TURN, MAYBE SOME THINGS THAT WE COULD DO TO INTO THE FUTURE.

AND IT'S TOO BAD THAT WE DON'T HAVE ENOUGH TIME TO DO THAT BECAUSE WE'VE TAKEN A LOT OF TIME FOR PEOPLE TO MAKE STATEMENTS.

AND I'M NOT SAYING THAT THAT'S WRONG, BUT I THINK THAT THE PURPOSE OF THIS COMMITTEE WAS TO MOVE FORWARD WITH SOME THINGS THAT WE COULD, AS IRENE SAID, THAT WE COULD ADOPT THAT WOULD MAKE ALL STUDENTS FEEL COMFORTABLE ON THIS CAMPUS AND THAT WE COULD HOLD PEOPLE ACCOUNTABLE FOR. THIS IS MAYBE THE I DON'T KNOW, I'VE BEEN IN EDUCATION FOR FORTY FIVE YEARS, BEEN HERE, DONE THAT, WHAT WE NEED TO DO IS WORK HARD TO MAKE SURE THAT WE GET SOMEWHERE WITH THIS PARTICULAR EFFORT AND THAT WE DON'T LOSE SIGHT SOMEWHERE OR THAT WE DON'T TAKE THE WRONG CAUSES OR IN THOSE KINDS OF THINGS.

SO I THINK THAT I'VE HEARD SOME GREAT THINGS TODAY.

PEOPLE ARE REALLY IN TUNE WITH IT.

I THINK IF YOU LOOK AT REGENT'S LAW AND POLICY, IF YOU LOOK AT FEDERAL LAW AND STATE LAW, ALL OF THESE THINGS HAVE BEEN HERE AND THERE, NOTHING MORE THAN BASIC RIGHTS FOR STUDENTS TO GET AN EDUCATION.

AND YET LOOK WHERE WE'RE AT.

SO I'M GOING TO CHALLENGE THIS BOARD TO TAKE ON A ROLE HERE.

I KNOW THAT YOU YOU ALL HAVE MADE STATEMENTS, BUT WHAT IS OUR ROLE GOING TO BE TO MOVE THIS THING FORWARD? THAT'S ALL I HAVE TO SAY.

THANK YOU, CHAIR GALLEGOS.

OK, SO THE LAST MEMBER OF MY COMMITTEE IS CHANCE HILL, AND I'D LIKE FOR HIM TO HAVE THE OPPORTUNITY TO ASK HIS QUESTION OR MAKE COMMENTS.

AND WHEN WE'RE DONE WITH EACH OF OUR COMMITTEE MEMBERS, I WOULD LIKE TO HAVE AN OPPORTUNITY AS WELL TO MAKE A STATEMENT AND ALLOW REGENT SMITH THAT OPPORTUNITY AS WELL AS WE CONCLUDE.

REGENT HILL. DO YOU WANT TO GO AHEAD WITH YOUR COMMENTS OR QUESTIONS? SURE. I MADE MY POINT CLEAR EARLIER, I THINK AND I JUST HOPE MARK AND THE FOUR CHANCELLORS REALLY TAKE TO HEART THAT WE NEED TO CONTINUE TO FOCUS ON ALL FORMS OF DIVERSITY THIS FALL SEMESTER, EVEN IN THIS CHARGED ENVIRONMENT, BECAUSE ALL FORMS MATTER.

THAT SAID, THE ONLY QUESTION I HAVE TO GLEN'S POINT IS I THINK WHAT INITIALLY PROMPTED THIS WAS A DRAFT RESOLUTION.

SO IN TERMS OF WHAT THE BOARD, YOU KNOW, CAN DO IN TERMS OF ANY CONCRETE ACTION OR NOT, I GUESS WE CAN'T VOTE ON IT TODAY.

BUT ARE WE GOING TO BE VOTING ON A RESOLUTION OF SOME KIND OR NO.

BUT FROM MY PERSPECTIVE, YOU KNOW, I THINK I MADE THIS CLEAR EARLIER, I DON'T PLAN TO FORCE ANY SORT OF VOTE ON THE ON THE RESOLUTION THIS FALL BECAUSE I'M INTRIGUED BY THE FACT THAT WE'RE HAVING THESE CONVERSATIONS.

I THINK IT FALLS WITHIN EVERY REGENT'S, RIGHT.

TO BRING FORWARD ISSUES AS THEY SEE FIT.

[01:50:01]

BUT I REALLY APPRECIATE THAT WE HAVE MADE SOME EFFORTS TO IRENE AND LINDA'S POINTS, THOUGH THE PROOF WILL BE IN THE PUDDING.

AND THIS IS BY NO MEANS A VICTORY LAP.

THIS IS THE FIRST LAP HERE AND WE'VE GOT TO KEEP GOING.

SO, JACK, THANK YOU FOR WEIGHING IN AND CHANCE AND BEFORE I LET MY COMMITTEE GO, BECAUSE THIS IS KIND OF OUR LAST UNIVERSITY AFFAIRS PORTION OF THIS I WOULD LIKE TO HEAR.

FROM CHANCE AND FROM LINDA SHOEMAKER, MY OTHER TWO COMMITTEE MEMBERS, JACK, WE JUST HEARD FROM YOU, SO I'D LIKE TO HEAR FROM OUR OTHER TWO COMMITTEE MEMBERS.

WOULD YOU LIKE TO MOVE FORWARD WITH THIS RESOLUTION FOR A VOTE AT OUR MEETING NEXT WEEK ON AUGUST 12? LINDA, WOULD YOU LIKE TO COMMENT ON THIS? SURE. AS I HEARD, JACK, HE DID NOT WANT US TO DO THAT.

HE WANTED TO WAIT ON THE RESOLUTION AND SEE WHAT WAS HAPPENING WITH ALL THESE INITIATIVES THAT OUR CHANCELLOR AND PRESIDENT KENNEDY TOLD US ABOUT.

IT'S STILL UP FOR CONSIDERATION, THOUGH, TO GO AHEAD AND PRESENT A VOTE VOTED AUGUST 12TH MEETING. IT'S LIKE CHAIR GELLEGOS STATED.

IT SOUNDS LIKE MAYBE, THERE MAY BE SOME SENTIMENT THAT WE NEED TO HAVE SOME ACTION.

I THINK THAT'S WHAT I HEARD CHAIR GALLEGOS REFERENCING WAS SOME KIND OF AN ACTION.

AND SO I JUST WANT TO MAKE SURE THAT EVERY PERSON WEIGHS IN ON THAT.

LET ME CLARIFY, I SAID THAT THE COMMITTEES WERE TO COME UP WITH SOME SUGGESTIONS FOR THE BOARD OF EDUCATION OR FOR THE BOARD OF REGENTS.

I DON'T THINK THAT WE NEED TO ON A RESOLUTION.

I THINK THAT WHAT WE NEED TO DO IS HEAR THAT WE'RE GOING TO THINGS LIKE WE'RE GOING TO HOLD THE ADMINISTRATION ACCOUNTABLE.

WE'RE GOING TO FIND WAYS TO TRY TO TRACK THE ACCOUNTABILITY ON THE CAMPUSES.

THOSE ARE THINGS I THINK THAT WE CAN GET INVOLVED WITH.

I DON'T REALLY BELIEVE THAT WE NEED TO VOTE ON A RESOLUTION BECAUSE, THERE'S A LOT OF THINGS HAPPENING. OKAY, I JUST WANT TO MAKE SURE THAT MY COMMITTEE MEMBERS HAVE AN OPPORTUNITY TO WEIGH IN ON THAT.

SO WHAT I'M HEARING--.

SUE, I WOULD SAY YES.

I WOULD SAY YES THAT VOTING ON THE RESOLUTION WOULD BE A GOOD IDEA.

BUT MY UNDERSTANDING IS THAT MOST OF THE BOARD DOESN'T WANT TO DO THAT.

OK, WELL, AGAIN, I JUST WANTED TO MAKE SURE.

I'M NOT OPPOSED TO VOTING ON A RESOLUTION NEXT WEEK JUST TO STATE THAT FOR THE RECORD.

OK, SO LESLEY, THAT'S MY COMMITTEE.

THEY'VE HAD THEIR OPPORTUNITY TO ASK QUESTIONS, MAKE STATEMENTS, AND I'LL TURN IT OVER TO YOU. AND THEN I'D LIKE PRESS TO WRAP UP WITH OUR COMMENTS.

OK, GREAT. SO LAST BUT NOT LEAST, I WOULD LIKE THE VICE CHAIR OF THE GOVERNANCE COMMITTEE, HEIDI GANAHL, TO SPEAK.

I MEAN, I'VE ENJOYED THE CONVERSATION AND I REALLY APPRECIATE THE CHANCELLOR'S AND EVERYONE'S WORK IN PRESENTING THIS INFORMATION TODAY WAS VERY HELPFUL.

I THINK WE HAVE A GOOD PLAN.

AND, YOU KNOW ME, YOU GUYS, I'M ALL ABOUT THE DATA, JUST ANALYZING WHERE WE'RE AT, WHERE WE'RE TRYING TO GO, WHAT KIND OF METRICS WE'RE GOING TO USE TO ACHIEVE WHAT WE WANT TO ACHIEVE IN ALL AGREEING ON WHAT SUCCESS LOOKS LIKE.

SO I THINK WE'RE ON A GOOD PATH TOWARDS THAT.

AND I REALLY APPRECIATE LESLEY AND SUE, ALL YOUR WORK ON THIS MEETING.

IT WAS VERY HELPFUL AND INFORMATIVE.

THANK YOU. THANK YOU, HEIDI.

SUE, DO YOU WANT TO MAKE YOUR COMMENTS NOW? YEAH, I DO. I REALLY APPRECIATE THESE LAST TWO HOURS AND HEARING FROM OUR UNIVERSITY LEADERSHIP; IT'S BEEN A GREAT OPPORTUNITY.

AND AGAIN, LIKE I SAID AT THE BEGINNING, THIS MEETING ISN'T PUTTING A PERIOD ON THIS SUBJECT. THIS IS THE BEGINNING OF THIS SUBJECT.

AND WE WILL BE PURSUING THIS FROM THE REGENT LEVEL, WE WILL BE PURSUING THIS REALLY IMPORTANT ISSUE IN THE COMING MONTHS AND FOR, I'M SURE, THE COMING YEARS.

I MEAN, THIS ISSUE IS NOT GOING TO GO AWAY ANY TIME SOON.

WHAT I WOULD LIKE TO WRAP UP IS WITH SOMETHING THAT HAS ALWAYS MEANT A LOT TO ME, AND IT COMES FROM OUR CU BOULDER CAMPUS.

AND I THINK IT REALLY APPLIES NOT ONLY TO SEE BOULDER, BUT TO THE UNIVERSITY OF COLORADO

[01:55:02]

AS A WHOLE, AND THAT'S TO COLORADO CREED.

AND SO IF YOU'LL INDULGE ME FOR JUST A MOMENT, I WOULD LIKE TO READ THE COLORADO CREED AND HOW I THINK IT APPLIES IN THIS PARTICULAR TOPIC.

AS A MEMBER OF THE BOULDER COMMUNITY AND THE UNIVERSITY OF COLORADO, BOULDER, I AGREED TO ACT WITH HONOR, INTEGRITY AND ACCOUNTABILITY IN MY INTERACTIONS WITH STUDENTS, FACULTY, STAFF AND NEIGHBORS, RESPECT THE RIGHTS OF OTHERS AND ACCEPT OUR DIFFERENCES.

CONTRIBUTE TO THE GREATER GOOD OF THIS COMMUNITY.

THESE VALUES ARE REINFORCED BY INCLUSIVE EXCELLENCE INITIATIVE.

SO YOU BOULDER'S IDENTITY IS DEFINED BY RESPECT FOR DIVERSITY AND EXCLUSIVITY, AND THAT'S MY FINAL COMMENT ON THIS.

THANK YOU. THANK YOU, SUE, THAT'S SO TRUE.

WELL, I'LL JUST ECHO WHAT I'M HEARING ACROSS THE BOARD PRETTY MUCH IS, OF COURSE, I'M A DATA PERSON. MY NUMBER ONE PRIORITY IS THAT WE HAVE MEASURABLE GOALS, USE METRICS TO MEASURE THOSE GOALS, DEVELOP A TIMELINE.

AND HAVE TIMELY REPORTS, AND I THINK WHAT I'M HEARING FROM ALL OF US ONCE WE DECIDE ON THOSE GOALS IS WE WANT TO SEE PROGRESS.

WE ARE GOING TO HOLD THE ADMINISTRATION ACCOUNTABLE.

WE WANT TO SEE THE NEEDLE MOVE.

AND I LIKE HEARING THINGS LIKE BEST PRACTICES, EVIDENCE BASED PRACTICES, HOLD THE LEADERSHIP ACCOUNTABLE.

AND I THINK WHAT THEODOSIA SAID WAS SPOT ON.

THIS REQUIRES MASSIVE CHANGE MANAGEMENT.

IT'S A CHANGE IN THE WHOLE WAY OF THINKING STARTING AT THE TOP WITH THE REGENTS PERCOLATING THROUGH THE PRESIDENT, THE CHANCELLORS ALL THE WAY DOWN.

IT'S NOT JUST UP TO THE DEI PROFESSIONALS AND IT'S CERTAINLY NOT UP TO JUST OUR BIPAC STUDENT POPULATION AND STAFF AND SO FORTH.

SO I REALLY WANT TO THANK EVERYONE.

I THINK THERE'S SOME AMAZING THINGS THAT ARE GOING ON THE CAMPUSES.

AS FAR AS NEXT STEPS GO FROM THE DISCUSSION TODAY, SUE AND I WILL ASK THE STAFF TO PREPARE COMMITTEE RECOMMENDATIONS TO THE BOARD AND WE WILL PLAN TO SUBMIT THE FINAL REPORT AT OUR SEPTEMBER MEETING.

OUR NEXT MEETING, IS NEXT WEEK.

AND IT'S JUST TOO SHORT OF A TIME.

WE'LL MAKE SURE THAT BOTH COMMITTEES GET A CHANCE TO REVIEW THAT REPORT AND APPROVE IT.

AND THEN IN THE MEANTIME, SUE AND I WILL UPDATE THE BOARD ON THE STATUS OF THE REPORT AT OUR MEETING NEXT WEEK ON THE 12TH.

AND I KNOW SUE AND I HAVE TALKED AND WITH OTHERS, TOO, AS WE KEPT SAYING, THIS IS JUST THE FIRST STEP. WE WILL BE MOST LIKELY EACH BOARD MEETING, GETTING PERHAPS BREAKOUTS, GETTING REPORTS ON THE VARIOUS ACTIVITIES THAT MARK AND THE CHANCELLORS HAVE REPORTED ABOUT. AND EVENTUALLY WE WILL BE BACK ON TRACK FOR THE STRATEGIC PLAN.

AND I'M SURE A LOT OF THIS WILL ROLL UP UNDER THE DIVERSITY PILLAR OF THE STRATEGIC PLAN.

SO IT'S ACTUALLY WORKS IN CONCERT WITH WHAT WE NEED TO BE DOING WITH THAT PLAN THAT WILL BE APPROVED NEXT JULY.

SO WITH THAT, I GUESS WE'RE AT FIVE OR ONE.

I THOUGHT FOR SURE THAT WE'D BE GOING LONGER.

SO GOOD JOB, EVERYONE STAYING ON TIME AND HAVE A GREAT EVENING AND WE'LL SEE YOU ALL NEXT WEEK AT THE BOARD MEETING. ALL RIGHT.

THANK YOU, EVERYONE.

* This transcript was compiled from uncorrected Closed Captioning.